"Why are you recruiting?" This question reveals the company's true needs. You'll tailor your pitch differently for a replacement role—with clear boundaries—versus a new position creation. Research the previous holder's online track record for valuable context.
Be precise and targeted. Skip vague queries like "What will my mission be?" unless the recruiter overlooked it. Clarify exact responsibilities, your direct manager (N+1), team size, and collaborators. Hold off on salary—let them initiate that discussion.
Avoid basics (research them online first). Focus on strategy: For a cosmetics firm, ask, "How do you position against organic competitors? I saw your new eco-friendly line." Demonstrate authentic interest—better to skip than to fake it.
This is essential, so ask boldly: "What do you think of my profile? How many candidates are you reviewing? How do I stack up?" Gain critical feedback to refine your approach. If relevant, inquire why you weren't selected previously.
"What's the process ahead? Who meets me next? When can I follow up?" Know this to stay proactive without anxiety—no frantic calls after 48 hours if the timeline spans 15 days.
Thanks to Hyman Ben Aoun, Talent Hunter at Aravati.
