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An Exclusive Perspective on Candidate Psychology
After spending over 25 years conducting recruiting research and candidate development, our team has gained significant insights on what candidates want to know about future employers. During candidate development, we spend a lot of time on the phone with potential fits for a client’s open role.
As we screen candidates for qualification and interest for working with a particular company, they usually have questions for us too. Since many are currently employed, they are not in a rush to change jobs and are able to make careful career decisions.
If you’re interested in building a candidate pipeline and getting passive candidates interested in working for you in the future, it’s a great idea to have some of their common questions already answered. Having this information upfront will help candidates make the best decisions for their future.
7 Facts Candidates Want to Know about Employers
Here are some common questions come up about the potential job as we screen professionals for their interest.
- 1. Pay & Perks: What are the compensation and benefits?
- 2. What They’ll Do: What’s the job description and its responsibilities?
- 3. Flexibility Level: Is the job is local, remote, or hybrid?
- 4. Their Organizational Position: What’s the company’s organizational structure and where is the candidate located in this context?
- 5. Details about Daily Interactions: What is the size of the team they’d be joining? How many direct reports?
- 6. The Company’s Reputation: What’s the company’s culture like?
- 7. Intel on Their Future Boss: To whom will they be reporting? Interactions with a Boss has a high impact on employee happiness.
The more clients can tell us about these details upfront, the more information we can provide the candidate. Since transparency is a major positive for candidates, providing this information proactively can win over the highest number of qualified candidates.
Why Do Candidates Ask These Common Questions about Employers?
Let’s take a closer look at why candidates ask these strategic questions as we inform them about a potential opportunity with a client.
1 “What’s the salary and benefits?”
Candidates want to know about salary and benefits during recruitment because it helps them assess whether the job aligns with their financial needs and personal priorities. In fact, not being transparent about salary will make 41% of candidates automatically lose interest.
Understanding compensation packages, including bonuses, health insurance, retirement plans, and other perks, allows candidates to make informed decisions about whether the role supports their lifestyle, long-term goals, and work-life balance. Clear information on these factors also helps establish transparency and ensures mutual expectations between the employer and the candidate.
2 “What’s the job description and its responsibilities?”
Candidates want to know the job description and its responsibilities to ensure they fully understand the expectations and tasks required for the role. This information helps them assess if their skills, experience, and interests align with the position, and if they can perform the duties effectively.
Understanding the responsibilities also provides insight into the work environment, potential growth opportunities, and whether the role is a good fit for their career goals and aspirations. Clear expectations lead to a more informed decision about whether to pursue the job.
3 “Is the job is local, remote, or hybrid?”
Candidates inquire about whether the job is local, remote, or hybrid to understand the flexibility and work structure it offers. This helps them determine if the role fits with their personal preferences, commute plans, and overall work-life balance.
Knowing the work arrangement also allows candidates to assess how well they can manage their responsibilities and whether the setup aligns with their productivity style. Transparent details on this aspect ensure both the candidate and employer are on the same page regarding expectations.
4 “What’s the company’s organizational structure?”
Knowing where they would fit in the organization as a whole helps the candidate envision their future more transparently. This is why they ask about the company’s organizational structure to gain insight into how the company is managed and how teams collaborate. This helps them understand reporting lines, decision-making processes, and potential career growth opportunities.
Understanding the company’s reporting structure also allows candidates to assess whether the company’s hierarchy and culture align with their work preferences and values. Understanding this aspect can give them a clearer picture of how they would fit into the team and the company’s overall operations.
5 “What is the size of the team I’d join? How many direct reports will I have?”
Passive candidates want to know the size of the team they’ll be joining and how many direct reports they’ll have to understand the dynamics and their potential role within the group. This information helps them gauge the level of collaboration, the scope of responsibility, and the amount of autonomy they’ll have.
Knowledge about their future team’s size also helps candidates assess the support system available and whether they’ll be working closely with others or managing a larger group. It’s crucial for understanding workload expectations and leadership responsibilities within the role.
6 “What’s the company culture like?”
Job candidates often ask about the company culture to understand the work environment, values, and social dynamics within the organization. This helps them assess whether the company’s atmosphere aligns with their own personality, work style, and long-term goals.
Having an insider view about the company culture also gives insight into how employees are treated, the level of collaboration, and the company’s approach to work-life balance, diversity, and growth opportunities. A strong cultural fit can significantly influence job satisfaction and overall success in the role.
7 “Who will I report to? What are they like?”
Many candidates are cautious about whom they will directly report to. After all, their boss’s personality and competence will directly affect their happiness. Manager anxiety is a surprisingly influential factor in the candidate screening process, so having information about their future boss greatly alleviates a candidate’s concerns.
Accelerate Your Candidate Search with Candidate Development
Candidates often ask questions during a job search to ensure the role aligns with their needs, values, and career goals. By understanding key factors like salary, job responsibilities, company culture, and work structure, candidates can make informed decisions that set them up for success.
If you’re looking to accelerate your job search and gain a competitive edge, conducting thorough recruiting research and focusing on candidate development is the way to go. In this process we can answer these questions on your behalf as we interview qualified candidates.
Corporate Navigators is here to help you navigate your candidate search more effectively. Ready to take the next step? Reach out today to boost your search and move forward with confidence!
