By Mohona Dutta | Reading time 6 mins

3 Questions Every Recruiter Should Ask

How many of us remember our first job interview? Almost all, I guess. I certainly do remember mine. I was nervous, fumbled a lot and in the end landed up not getting the job. Since then, I kind of understood what recruiters are looking for when they ask you certain questions.


After going through several articles, studies and personal interactions with recruiters, I can say that all hiring personnel is looking for the one candidate that is the right fit for the company. The term right fit holds an elaborate meaning.


One who can blend well within the cultural milieu of the organization, shares the same vision, is ambitious but a team player as well, and what they foresee in the future and so on.

CRM recruiter - AhaApps

A talent placement and staffing solutions provider will have a deep-rooted understanding as to what will garner the best hire. It is paramount to ensure that your applicant is a good fit for the company, but this can be achieved if you ask the right questions grasping their abilities to the fullest extent.

There are several questions that you may want to ask the candidate within a short span of time. Questions such as –

  • What do you know about our company, and why do you want to work here?
  • Can you tell me about your current job?
  • Do you work best alone or on a team?
  • In your most recent role, was there a time when you had to overcome a significant challenge?

Honestly, there is no dearth of such questions to gauge the chances of the jobseeker to get hired. However, remember as a hiring manager you have to be a little careful to conduct an interview — particularly if you’re new to doing so. Also, there are three important questions, that have to be on your list which can help you narrow down your decision.

1. Tell me about your previous company?

This can be a great way to break the ice during an interview. Try to observe their non-verbal communication when they answer this question. Do they twitch or shift side to side or are uncomfortable when recounting their experiences?


One of the major red flags is if the candidate starts speaking negatively about their past employer, co-workers, and job in general. We all have encountered that one not so great boss but getting all riled up and spewing hatred is not going to help at all.


If you see a candidate behaving in this manner, well it’s a sure no-go situation. This can be a good reflection of the level of professionalism that they’ll bring to your own company once hired — and what they could say about you in case they leave.

2. Why should we hire you?

This is by far one of the most popular questions in an interview and perhaps a very poignant one too. This can help you understand how comfortable the candidate is discussing their achievements, which can also prove how confident they are showcasing and selling themselves (or their ideas).


Also, this is an effortless way for you to assess if the jobseeker has the right qualification for the role, while also learning whether they have any additional qualities/talents that may benefit your organization in the future.

3. Where do you see yourself in 5, 10 years from now?

I had recently read an article wherein a person was asked a similar question. And she replied saying, “Five years from now, I see myself celebrating my five-year work anniversary and you all congratulating me.” She obviously got the job and had recently celebrated 10 years with the organization.


This is a favorite question that hiring managers love to ask. This can give you a good understanding whether the candidate is ambitious, goal-oriented and whether they have their future planned.


If they don’t have any goals in mind, this could signify a lack of forethought or interest in the position. Most millennials would say that the future is unseen, unplanned and so on. But having a plan in place can avoid a lot of unprecedented situations.


It goes to show that being a planner helps, you have an idea at least as to what you want to do or where do you want to go. And can throw light on the candidate’s true aspirations.


For example, if you are looking for a Dynamics Solution Architect for your CRM and the interviewee tells you that in two years, he wants to open his own restaurant, you can simply understand the vested interest in the job.


There is nothing wrong in pursuing one’s passion, but I guess in the job interview for a specific kind of talent, you tell point-blank to someone who could give you a job in a completely different company and sector, you can bet you won’t be getting a call back anytime soon.


The answer to this question could mean that they might not stay with your company for long, or that they aren’t driven enough to pursue more for themselves.


Sometimes, a few questions aren’t enough and there are times you might land up hiring a completely wrong fit. Rules of hiring have changed, it’s no longer in the hands of the recruiter but the talent.


We talk from experience and an understanding of the hiring trajectory with the help of our inhouse talent experts. If you want to discuss further, contact us.

Author’s bio:

Mohona is a Content Writer for the Marketing team in AhaApps since 2019. When she is not busy attending to her creative, technical side, she likes to binge on sitcoms on Netflix. She loves writing poems and reading short stories when she wants to break away from the humdrum of life.