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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
Where do all the creatives gather in Denver?
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If you never had the comp expectation talk the first time, don’t sweat it. Just go in and set your expectation based on how you would have done this if you never “investigated” that first role. You haven’t anchored on anything so don’t worry.
Hi Pat,
Thanks for taking my time the other day to answer my questions / provide feedback from my last interview. As we get further into the process, I’d like to address compensation. Do you have 15 minutes to discuss what compensation would look like for this role?
Thanks,
OP
The new role is more senior and managing a few people. Not sure if the company is assuming my compensation expectations are the same.....? They aren’t recruiting senior managers anymore, only director levels with managers reporting to the directors. So obviously their hiring strategy has changed. How to address and talk compensation again??
C1, I did have the comp conversation the first go around a few months ago. Worried that I anchored at the senior manager role compensation
Just ask like S1 mentioned. I’ve even upped my comp range after initial discussions for the same role and it was fine.
different role, different time, different comp. i wouldn’t feel too awkward about it if i were you.