Michael:
Thanks for your inquiry. My job order sheet is just like I described in the video piece -- a jumble of important questions, but way too many to ask in a single sitting.
Instead, I script a series of questions before the interview with the hiring manager. Sometimes the questions are technical in nature, sometimes they're purely for the purpose of qualifying. Then, if I decide to do the search, I'll schedule a longer meeting. Here's an example of my notes from a recent job order interview for a Director of Sales Position, in which the president of the company was the hiring manager:
A. Your Current Situation
1. Why is the position open, and for how long?
2. What will be the candidate's first and most important priority?
3. After that, what are the long-term results you'd like to see?
4. What would happen if you couldn't fill the job?
5. If you could change anything about the way the job has been handled in the past, what would it be?
6. Is the sales volume you mentioned ($2 million+) your total sales revenue or just the revenue attributable to this position?
B. Job Funtionality
1. How is the sales/marketing staff structured at the present time? Will this new hire change the organizational responsibilities?
2. Are there specific geographic markets with great potential that are currently underserved?
3. Are there specific vertical markets (oil, automotive, aerospace, material testing, medical) with great potential that are currently underserved?
4. Are all products sold through reps, or are there house accounts?
C. The Search Process
1. Who are your major competitors?
2. Who are your major customers? (I will exercise discretion.)
3. I'm assuming the job requires a knowledge of the test & measurement market, rather than the commoditzed, low-cost component market. Is this correct?
4. Are there any companies you would like to recruit from, or would be a suitable breeding ground for the perfect candidate? Are there any companies to avoid, or are off-limits?
5. Have any candidates been interviewed? If so, what was the result?
6. Have any candidates been offered the job and turned it down?
7. I'm assuming the person must live in the Phoenix area. If we can't find someone in Phoenix, would you be willing to pay to relocate the person?
8. Do you have the sense that the salary you're offering is at or above market rate?
Michael, I hope this helps. Good luck and please stay in touch!
Bill Radin
Thanks for your inquiry. My job order sheet is just like I described in the video piece -- a jumble of important questions, but way too many to ask in a single sitting.
Instead, I script a series of questions before the interview with the hiring manager. Sometimes the questions are technical in nature, sometimes they're purely for the purpose of qualifying. Then, if I decide to do the search, I'll schedule a longer meeting. Here's an example of my notes from a recent job order interview for a Director of Sales Position, in which the president of the company was the hiring manager:
A. Your Current Situation
1. Why is the position open, and for how long?
2. What will be the candidate's first and most important priority?
3. After that, what are the long-term results you'd like to see?
4. What would happen if you couldn't fill the job?
5. If you could change anything about the way the job has been handled in the past, what would it be?
6. Is the sales volume you mentioned ($2 million+) your total sales revenue or just the revenue attributable to this position?
B. Job Funtionality
1. How is the sales/marketing staff structured at the present time? Will this new hire change the organizational responsibilities?
2. Are there specific geographic markets with great potential that are currently underserved?
3. Are there specific vertical markets (oil, automotive, aerospace, material testing, medical) with great potential that are currently underserved?
4. Are all products sold through reps, or are there house accounts?
C. The Search Process
1. Who are your major competitors?
2. Who are your major customers? (I will exercise discretion.)
3. I'm assuming the job requires a knowledge of the test & measurement market, rather than the commoditzed, low-cost component market. Is this correct?
4. Are there any companies you would like to recruit from, or would be a suitable breeding ground for the perfect candidate? Are there any companies to avoid, or are off-limits?
5. Have any candidates been interviewed? If so, what was the result?
6. Have any candidates been offered the job and turned it down?
7. I'm assuming the person must live in the Phoenix area. If we can't find someone in Phoenix, would you be willing to pay to relocate the person?
8. Do you have the sense that the salary you're offering is at or above market rate?
Michael, I hope this helps. Good luck and please stay in touch!
Jan 28, 2009