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.You wouldn t be around to get any.ACT-1 RecruiterTorrance, CA6-14What happened to the person who previously held this position?Look for indications that the incumbent was promoted within theorganization.6-15Is this a new position?A new position indicates the company is growing.6-16How long has the position been open?This gives you a clue about your chances and the desirability of the po-sition.If the position has been open more than three months, somethingis not right.You need to find out what it is about the position or companythat makes the position hard to fill.6-17How long have you been working on the assignment?Again, if the recruiter has been trying to fill the position for threemonths or more, something is suspicious.You need to find out what.6-18What does the position pay?While bringing up pay and compensation before the interviewer doesis a no-no when you are interviewing with human resources or the hir-ing manager, here it is perfectly acceptable.There is no point in wast-ing each other s time if your requirements and the position s paystructure are wildly divergent.66 QUESTIONS FOR HEADHUNTERS, RECRUITERS.6-19Are there any pay or compensation constraints that I should take intoconsideration?This question allows the recruiter to talk about any ceilings or limits onsalary that the position imposes.Some recruiters are instructed not topresent candidates who demand more than the preset salary.If that s thecase, you want to know it.6-20What can you tell me about the person who will be interviewing me?If the recruiter recommends you, you want to know something about theperson you will interview with next.6-21What is his or her position, title, management style?You want to know if the next person to interview you will be a gate-keeper or a person with actual hiring authority.6-22Who will make the final hiring decision?If the answer to the question above does not give you the critical infor-mation you need, ask for it directly.6-23After you present my résumé, when can I expect to hear from you re-garding the status of this position?Set expectations with the recruiter about the frequency of updates re-garding your candidacy.You should also insist that the recruiter informyou about other opportunities and ask for your permission before pre-senting you to any other clients.This tells the recruiter you are a pro-fessional.6-24Can you describe, specifically, how the company navigates/balanceswork personal life issues?This question will help you get some insight into what level of worka-holism runs in the company.67 INTERVIEW THE INTERVIEWER6-25What might I do that would violate the culture of the company during myinterview?Corporate culture is tricky to describe but putting it this way makes iteasier to understand the culture and to avoid doing something to vio-late it.Five Ways to Get Recruiters on Your SideWe all need all the help we can get.A trusting relationshipwith a professional recruiter can move your career ahead.You can do your part to establish that trust by observing thefollowing guidelines.Remember that the employer compen-sates recruiters.But it s a win-win situation.They win whenthey refer you for a position you accept.1.Be up front about your financial needs and goals.2.Take time to learn about the recruiter s practice and themarkets he or she serves.3.Establish the ground rules for how you plan to work to-gether and avoid duplication of effort.4.Offer names of other candidates who may fit a recruiter sportfolio.In appreciation, the recruiter may set up more in-terviews for you.5.Recruiters want you to be successful.Ask them to coachyou for the interviews they arrange.68 CHAPTER 7QUESTIONS FORHUMAN RESOURCESENABLING HR PEOPLETO WORK FOR YOUHuman resources people can be professional, genuinely warm, and en-couraging, but, at their best, HR people are gatekeepers.Their mainfunction is to screen candidates out so that the ultimate hiring authoritycan select from a manageable number of candidates.HR people have nohiring authority themselves.THE CARE AND FEEDING OF HR PEOPLEYour job search will likely include working with HR screeners, so youshould know a few things about their care and feeding.If you keeptheir agenda in mind, play it straight, and make it easy for them to dotheir jobs, you will be able to advance your application to the hiringauthority
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