One of the most challenging tasks in management is the ability to recruit the right candidates. How do you attract the caliber of people who are not only qualified, but are spot on in terms of good fit with the organisation’s culture, vision, mission, and values? Good chemistry between the boss, the team, and the new employee results in a strong contribution over many years—for both parties.

At the same time, when you are looking for employment, you may be under pressure to accept whatever you can find. Without realizing it, you compromise your career plans for the security of a new position even if the job does not utilize your strengths and gifts and has limited career opportunities over time.

Here is a short list of questions that help career seekers evaluate the job fit with a potential employer as well as assist employers with questions for a better hire. I am not suggesting a candidate make an interrogation with these questions nor ask all of them. I am suggesting both sides use the interview process to obtain fundamental answers that can help make a win-win hire.

Job description: Is there a job description? This document does not need to be long or complicated. A simple straight forward document can provide an excellent overview of the job, its responsibilities, main tasks, importance, and overall contribution. The discussion around the job description can be used to explore why is there a job opening? Is this a newly created position? What happened to the incumbent? Did he/she quit or was terminated? Is the organisation growing… and so on?

Compensation: One of the most basic questions is to understand if the compensation is in the form of a monthly salary or an hourly rate. What is the hourly rate and how many hours are worked on average per week? Does the job pay a commission, or a bonus based on performance? What is the commission structure?

Overtime and afterhours: When overtime is required, is it paid at overtime rate, regular rate or unpaid, and does the job requires weekend or night work? Are after hours conference/video calls or email correspondence expected from employees?

Travel: Does the job require travel? How often and to where? Do applicants need to use their own vehicle for business?

Training: Is there a set training program for the job. Is it classroom training, on the job training or informal coaching? How long is the training period, on average? Is there an annual performance review for employees? Are salaries reviewed yearly?  

Reporting line: Who will the applicant report to and how does the job fit in the organisation structure? Are there opportunities for promotions and in what approximate time frame? Is this employer known for having staff with seniority or known for high turn-over? Can applicants develop a career at this company?

Holidays and benefits: Benefits provide additional advantages to both employers and employees. They can help employers with employees’ loyalty and engagement while also providing peace of mind to employees. Benefits have evolved over the years and can be an important differentiating factor between employers.

As of August 2020, there were over 2M Canadians still looking for work. While overall labour market conditions are expected to continue to improve, employers have technically a larger pool of people to chose from. In addition, as many government subsidies expire, unemployed people may be constrained to accept lower pay.

Addressing these key questions should help both sides strike a better win-win job-search-job fill situation.