IMPORTANT: Ask the questions, is this a new role or are you potentially replacing an incumbent? Is this a confidential search?
- If this is a new role and does not exist yet, make some notes to take with you. Determine if it is appropriate for the first interview if with the HR VP or an executive you are meeting with, to ask about the incumbent you could be replacing. You may find that if it is a confidential replacement, the interviewer may wish to hold that discussion until second round interviews. This is a judgment call there is no simple rule.
- If you are working with a recruiting firm and they do not have a job description to work with, it usually means the hiring organization is evolving and you can help write your own job description within parameters if the role becomes yours.
- Not being overly concerned that no formal job description exists yet shows your flexibility. At some point during the hiring process, a job description or terms of understanding must be created. It is integral to being on the same page so that you have a solid chance of meeting or exceeding expectations if hired. If you contribute to developing the role profile and job description, you will also have the opportunity to ensure you have the bench strength required or evaluate what resources you would need to ensure best efforts are achieved.
- If the organization is using a recruiting service it has been my experience the recruiter could also participate in developing the role profile.
Do your due diligence