Preparation for a New Hire

Prepare like a pro, and think about your next step with care. Review these questions, and keep in touch with your recruiting team to help you craft and plan.

The purpose of this tool is to assist your recruiter in gathering enough relevant information in order to conduct an efficient candidate search. This tool is designed to maximize all resources involved in the search process and ensure that the search moves forward in the right direction by providing detailed information about the position.

The questions are written in a voice as if a recruiter was asking them to the hiring manager.

Inefficient searches typically happen due to one of two causes,
1.  The hiring manager has unintentionally not thought enough about the position and thereby provides a lack of direction to their recruiter or
2.  The recruiter is unaware of changes to the business but thinks they understand the role and rushes to move forward without critical details.

This document looks to remove those inefficiencies early on.

It is a best practice at the beginning of every search to:

  • Set hiring manager expectations as to the recruiting process and the level of services the recruiter provides

  • Discuss what has gone well or what needs improvement over past searches

  • Provide a timeline for when the recruiter will provide the hiring manager candidates

  • Offer an assessment of the candidate market to correct any misconceptions

  • Outline what the hiring manager can expect of the recruiter services and communication preferences

  • Clarify how the hiring manager gets involved in the interview process

  • Clarify what the recruiter needs from the hiring manager in order to succeed

  • Map out a plan B to escalate the search if things go off track

View the topics that you should have covered for your upcoming requisition.  Click the “+” for more information.

Line of Business Profile

  • The hiring manager should know the business line (aka product, service, division) this position focuses on and how much direct experience needed in this line

Competition Profile

  • Who are the major competitors in the market? How are we competing?
  • Do you prefer to hire from competitors?
  • Are there competitors you prefer NOT to hire from?
  • How do we measure our function compared to the competition?

Success Factors

  • How do we measure success for our team?
  • What should the new hire be accomplishing in their first 90 days? 6 months? 1 year?
  • Who is the most successful person you have? Why is that person successful? Should their characteristics be emulated?
  • How do you help people achieve their goals?

Career Track

  • What are the career tracks from this position?
  • How long do people typically stay in this role before advancing?

Department Profile

  • The hiring manager should know the skill set of the department members.
  • The hiring manager should also realize the kinds of skill sets that would be complimentary. What different skill sets would strengthen the function?
  • The hiring manager should know how the department operates? What are the protocols?
  • Hiring managers, what is the tenure of the department managers?
  • Hiring managers, how does your department interact or rely on other departments? Are there synergies or relationships that the candidate pool should be aware of?
  • Hiring managers should know whether it is a collaborative environment or more oriented toward individual contribution.

Manager Profile

  • Tell me about your management style.
  • How long have you been in your position, and why does that help the candidate?
  • How would you explain your experience in role to the candidate?

Technical Skills

  • Tell me about those things that you consider the candidates “must have” for this job.
  • Tell me what skills and experiences are “nice to have” for the candidate in this job.
  • Could you train on any of the “must haves” if the candidate possesses all the other traits?

Training and Development

  • Hiring manager, know the amount and type(s) of training is typically completed in this role?
  • Do you expect people to be constantly learning? How do you enable candidates to do that?
  • Do you have personal development plans for candidates?


  • How do hiring managers reward top performers?


  • Hiring Manager, what is the budget for base pay and incentives?
  • If you found the perfect candidate who is outside the salary range, would you consider?


  • What do you think is a reasonable timeframe to provide candidate feedback on resumes and applicants?


  • How do you complete weekly updates regarding the status of your position. Does this meet your need for status update / communication?
  • Is it easier to communicate with candidates via e-mail/phone/text?

Candidate Treatment

  • Hiring managers should manage communication with applicants throughout the process by dispositioning them.
  • Will you consider all submitted candidates for review?
  • Will you help prepare offer details?
  • What applicant Q&A will you build specifically for this position?
  • What will be the explanation of the recruiting process we will provide to the candidate?

Interview Team

  • Have you announced the need to your internal team and explained the reasoning behind your need to hire for this position?
  • Who is on the interview team?
  • Will you invite team members and explain their role in the interview process?

Offers / Negotiations

  • How do you want to manage offers?


  • Will you offer relocation if it becomes necessary to recruit outside the area? Is there a budget for this?


  • How much travel is required in this position?
  • Candidates should be informed of this possible travel up front.

Referrals / Sourcing Suggestions

  • Are there any candidates in your network you would like me, the recruiter, to consider for this role?
  • Has your hiring manager team been approached about who they might know or recommend for this role?
  • Are there special spifs or monies available for special referral programs for hard to fill positions?
  • Job boards? Hints? What have you heard as being successful? Recruiters to consider (if required)?

Professional Associations

  • Do you, candidate, belong to any associations that I can network with?
  • What are some of the common associations these kinds of professional candidates may be members of?


  • When will hiring managers be available for interviews?
  • What is the most efficient way to access hiring manager time / calendar?
  • Would you like to pre schedule interviews at this time and then we will schedule candidates appropriately?
  • At the time we schedule an interview with candidates, I, the recruiter, will also schedule a feedback session immediately following the interview, will that work for you?