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3 Burning Questions Every Employer Wants Answered About Their Candidates

By Jennifer Galvin-Rowley
Hiring talent isn’t just about filling a vacancy—it’s a critical investment in your organisation’s future. When the wrong executive is employed, the consequences can be far-reaching. Beyond the obvious costs of time and money, the wrong hire can disrupt company culture, lower team morale, and derail productivity, creating a ripple effect that takes months, or even years, to repair. For companies striving for success, ensuring that each hire is right is not just important—it’s essential.
questions every employer wants answered

According to our Founder and Director, Jen Galvin-Rowley, who has spent over 30 years matching executives with the unique needs of companies, there are a few key questions that hiring companies always want answered about their candidates. These questions are consistent across industries and roles, cutting through resumes and references to reveal the deeper insights that employers need to make confident, informed decisions.

Let's explore the three critical questions every employer wants answered when evaluating their final list of candidates—and why they matter so much.

Are They a Cultural Fit for Our Organisation?

 

Cultural fit is no longer a “nice-to-have” in recruitment—a cornerstone of hiring success. A candidate might have an exceptional resume and a history of stellar results. Still, if their values, behaviours, and work style clash with the organisation’s culture, the impact can be devastating. Poor cultural fit often leads to interpersonal conflicts, reduced team cohesion, and an overall drop in productivity and engagement.

Employers consistently want to know whether candidates will thrive in their environment, collaborate effectively with colleagues, and uphold the company’s core values. This is especially important for executive hires, where leadership style and personality directly impact the organisation’s culture.

 

How Employers Can Assess Cultural Fit:

  • Ask behavioural interview questions to explore how candidates have handled team dynamics, challenges, and conflicts in the past.
  • Provide scenarios relevant to your organisation’s culture to see how candidates might respond in real situations.
  • Introduce candidates to team members during the hiring process to observe interpersonal dynamics and get team feedback.

By evaluating cultural fit early, companies can significantly reduce the risk of hiring someone whose approach or mindset conflicts with the broader team or company goals.

 

Can They Meet and Exceed Role Expectations?

 

One of the most pressing questions every employer wants answered is whether a candidate has what it takes to deliver results. However, it’s not just about meeting the bare minimum requirements of the role—it’s about exceeding expectations and driving growth. Employers look for executives who not only possess the necessary skills and experience but also bring innovation, problem-solving abilities, and leadership qualities that elevate the organisation as a whole.

This question addresses both capability and potential. A top candidate will demonstrate a track record of success but also the ambition and adaptability to thrive in a changing business landscape. Employers need assurance that their hire can rise to the role’s challenges while pushing boundaries to achieve more.

 

How Employers Can Evaluate Capability and Potential:

  • Use targeted behavioural questions to gauge how candidates approach goal-setting, problem-solving, and decision-making.
  • Analyse their track record for measurable successes, such as project outcomes, revenue growth, or team leadership achievements.
  • Incorporate skills assessments or case studies into the hiring process to evaluate how candidates handle challenges relevant to the role.

 

Hiring executives with both proven results and untapped potential sets the stage for innovation and long-term growth within an organisation.

 

Will They Stay and Grow With the Organisation?

 

Executive hires come with a significant investment of resources, and high turnover at this level can have serious consequences. Retention is a key consideration during the hiring process, as employers want to ensure they’re bringing in someone who is committed to the organisation’s vision and goals.

Beyond professional alignment, employers want to know if a candidate’s personal aspirations align with the long-term opportunities the company can provide. This means assessing whether they are likely to view the position as a long-term opportunity or simply a stepping stone. Hiring executives who are both driven and aligned with the organisation’s goals can ensure greater stability and minimise the disruption caused by turnover.

 

How Employers Can Gauge Retention Potential:

  • Explore the candidate’s career trajectory and how it aligns with the company’s vision and long-term needs.
  • Ask about their professional development interests to gauge their commitment to growth within the organisation.
  • Assess their motivations for pursuing the role and their vision for contributing to the company’s success over the long term.

Retention-focused hiring is not just about keeping executives in their seats—it’s about finding leaders who grow with the organisation and continually add value.

Hiring the right executive is one of an organisation’s most critical decisions. As Jen Galvin-Rowley has observed over her executive recruitment journey, the questions every employer wants answered about their candidates consistently centre on three key areas: cultural fit, capability, and long-term potential.

By addressing these questions during recruitment, companies can move beyond surface-level assessments and make informed decisions that lead to lasting success. These insights are essential for mitigating the risks of hiring the wrong candidate and ensuring that each hire drives meaningful results for the organisation.

Struggling to identify the perfect executive for your team? Contact us today for expert advice on finding the right talent to lead your organisation forward. Contact Jen Galvin-Rowley on 0410 477 235 or jen@galvinrowley.com.au 

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