Dos and Don’ts of Asking Questions as a Candidate or Hiring Manager

Dos and Don’ts of Asking Questions as a Candidate or Hiring Manager


Interviews are the most valuable feat of the hiring process. According to the Bureau of Labor Statistics, it takes around 10 applications for 47% of candidates to get an invitation for one or two job interviews. It is important to note that interviews are a two-way street. Candidates are expected to interview hiring managers as much as they are interviewed to assess whether the job would be a good fit. Most hiring managers consider it detrimental if a candidate does not ask questions as it shows disinterest or low confidence. Therefore, it’s crucial to not only get the answers right but also to ask the right questions.


Dos and don’ts of asking questions for candidates:


  • Do research about the company and ask questions that show you are genuinely interested in the job. Don’t ask questions that could be easily answered through an internet search.
  • Do ask about the specific expectations for the role, including short-term and long-term goals. Don’t assume you have the job or discuss plans as if you’re already hired.
  • Do ask about key performance indicators or metrics for success in the role. Don’t ask about salary and perks too early in the interview process.
  • Do ask about the company’s current challenges or areas for improvement. Don’t ask negative or personal questions about the company, team, or management.
  • Do ask about the interview process and timeline since it’s fair to seek feedback on how well your skills and experiences match the company’s goals. Don’t appear impatient or pushy. Let the interviewer lead the talks and provide opportunities for you to ask questions.
  • Do express enthusiasm for the role and the opportunity to contribute to the company’s success. Don’t turn your questions into monologues. Keep them focused to allow for a natural flow in the conversation.


Sample questions for candidates:

  • Can you provide more details about the day-to-day responsibilities of this role?
  • Could you elaborate on the company’s vision, team’s composition and how this role fits into it? What qualities are you looking for in a candidate?
  • In my previous role, I implemented a new system that led to a 20% increase in efficiency. Can you share a specific challenge the team is currently facing?
  • Is there anything in my background or interview responses that you would like me to elaborate on or clarify?”
  • What is the timeline for the hiring process, and what are the next steps?


Dos and don’ts of asking questions for hiring managers:


According to a survey by SHL labs, negative experiences during a job interview caused 42% of respondents to refuse a job offer. It was because the interviewer was rude, had limited knowledge of job requirements, or asked irrelevant questions. Competition for talent is quite steep, and it’s easy to lose a top-tier candidate if you don’t get the basics right as an interviewer.


Here are some dos and don’ts that will help you create a positive impression of you and your organization:


  • Do understand the role requirements and prepare a list of unique, job-related questions in advance to ensure a structured interview. Don’t ask questions, which could be considered personal, discriminatory, or illegal.
  • Do start with friendly, open-ended conversations to help candidates feel at ease. Don’t take too much time talking about yourself and direct questions back to the candidate.
  • Do try to understand why they left their previous job. Don’t get into too much detail or make the interview a repetition of the resume.
  • Do ask follow-up questions to dig deeper into a candidate’s responses, seeking specific examples and technical details. Don’t go for too many yes/no questions or suggest a preferred answer.
  • Do consider using the STAR method (Situation, Task, Action, Result) for behavioral questions to evaluate soft skills and team spirit. Don’t ask too many questions in rapid succession, give candidates time to form thoughtful responses.
  • Do encourage candidates to ask questions, as it provides valuable insights into their priorities and concerns. Don’t let personal biases influence your questions or responses and communicate about the timeline of the interview process.


Sample questions for hiring managers:


  • How do you usually approach problem-solving in a team environment?
  • This job involves working on cross-functional projects. Can you share an experience where you successfully collaborated with colleagues from different departments?”
  • Can you provide more details on your experience of working with recent technologies?
  • Can you walk me through a situation where you had to lead a team to achieve a common goal?
  • Do you have any questions for us or anything you’d like to know about the team or the company?”


This information put together by Skywalk Global will help you nail all interview processes in 2024 and beyond. All the best.



(Shivangi Singh is a writer with Skywalk Global)



How To Be Ready For The Top 3 Tech Jobs In The US For 2023-2024

How To Be Ready For The Top 3 Tech Jobs In The US For 2023-2024


As technology progresses and the job market evolves, it is important to stay ahead of the curve and be ready for the top three hot jobs in 2023-2024. The highest-paying jobs in the future are likely to be in fields such as artificial intelligence (AI), data science, and cybersecurity.

According to the “Future of Jobs Report 2023” by World Economic Forum, “Demand for AI and Machine Learning Specialists is expected to grow by 40%, or 1 million jobs, as the usage of AI and machine learning drives continued industry transformation.” The study also predicts a 30-35% increase (1.4 million) in demand for roles such as Data Analysts and Scientists, Big Data Specialists, Data Engineers etc. and a 31% increase in demand for Information-security Analysts.

To get a head start on these jobs, it is important to have a combination of technical and soft skills. Technical skills such as programming languages and data analysis are essential for most high-paying top jobs, while soft skills like creative thinking, communication, problem solving, leadership and positive attitude are also important for success. This blog post will discuss the recommended qualifications and skills that will help ensure that you are ready for these top 3 hot jobs.

Machine Learning Engineer: Machine learning engineers build and deploy machine learning models. They need expertise in algorithms, data structures, and programming languages. Recommended qualifications and skills that will help you prepare for it includes:

  • Bachelor’s degree in computer science, data science, mathematics, or advanced degrees or certifications from specialized programs in machine learning, artificial intelligence, or data engineering.
  • Proficiency in machine learning libraries and frameworks like TensorFlow, PyTorch, or scikit-learn.
  • Proficiency in programming languages such as Python or R.
  • Knowledge of statistical analysis and modeling techniques.
  • Strong programming skills for data manipulation and model implementation.
  • Understanding of cloud platforms and distributed computing.

Other jobs to look out for in this field include AI Research Scientist, AI Ethicist and AI Product Manager.

Data Scientist: Data scientists analyze and interpret complex data to uncover insights and solve business problems. They require a blend of statistical knowledge, programming skills, and domain expertise. Recommended qualifications and skills include:

  • Bachelor’s or an advanced degree in a field like computer science, mathematics, statistics, or a related discipline.
  • Proficiency in programming languages like Python or R.
  • Strong statistical and mathematical skills.
  • Experience with data visualization tools like Tableau or Matplotlib.
  • Knowledge of machine learning algorithms and techniques.
  • Familiarity with new technologies and cloud platforms like AWS, Google Cloud, or Azure for scalable data processing and machine learning capabilities.
  • Expertise in data cleaning, data manipulation, preprocessing, and feature engineering.

Other jobs to look out for in this field include Data Analyst, Data Engineer, Business Intelligence (BI) Developer and Data Architect.

Information-security Analyst: Information security analysts are highly skilled professionals who protect computer systems and networks from security threats, monitor for security breaches, conduct vulnerability assessments, investigate incidents, and develop and implement security measures.

According to the Economic Forum’s 2023 “Global Risks Report,” cybercrime and cyber insecurity are considered the top 10 global risk and yet there is an ongoing shortage of 3 million cybersecurity professionals around the world.

Therefore, demand for Information-security Analyst is expected to surge. Recommended qualifications and skills include:

  • Bachelor’s or advanced degree in cybersecurity or related field or industry-recognized certifications like Certified Information Systems Security Professional (CISSP) or Certified Information Security Manager (CISM).
  • Proficiency in operating systems (e.g., Windows, Linux) and networking concepts.
  • Proficiency in programming languages like Python, Java, or C/C++.
  • Good knowledge of security tools and technologies, such as firewalls, intrusion detection systems, vulnerability scanners, and encryption techniques.
  • Understanding of fundamental security principles, including risk management, threat intelligence, incident response, and security frameworks (e.g., NIST, ISO 27001).
  • Knowledge of the latest security threats, vulnerabilities, and attack techniques.

Other top jobs in cybersecurity include Chief Information Security Officer, Security Engineer, Ethical Hacker, Cybersecurity Consultant etc.

It is important to stay up to date with industry trends, develop new skills, and build a strong network that will help you find the right job. By using this information from Skywalk Global, you will be ready for any upcoming hot job opportunities in the present as well as in the future. Stay ahead and go for it!

(Shivangi Singh is a writer with Skywalk Global)


AI in Recruitment: Benefits and Drawbacks / AI in Recruitment: Pros and Cons

AI in Recruitment: Benefits and Drawbacks / AI in Recruitment: Pros and Cons

The use of artificial intelligence (AI) is rapidly advancing in various industries, from language-model chatbots like ChatGPT to personal assistants such as Alexa and Siri. The recruitment industry is no exception, as more recruiters are turning to AI to quickly find the best job applicants.

According to data, around 85% of recruiters believe that AI in recruitment can replace some parts of the hiring process. The reason is simple. AI can automate several aspects of the hiring process due to its ability to analyze vast amounts of data and identify patterns.

AI tools like applicant tracking systems (ATS) screen resumes and identify potential candidates. Also, these tools efficiently conduct mundane tasks such as crafting job descriptions, creating interview questions, writing Boolean search strings, scheduling interviews, sending out emails, and conducting background checks.

AI can offer many benefits, but it is not without its drawbacks. Here are the top pros and cons suggested by Skywalk Global before using AI in the recruitment process.


Benefits of AI in Recruitment:


  1. Timesaving: One of the most significant advantages of using AI in recruitment is the timesaving aspect.
  • An ATS can automate many of the repetitive tasks in the hiring process, such as resume screening and candidate tracking.
  • Chatbots can be used to quickly engage with candidates, providing personalized and efficient communication throughout the hiring process.
  • Video interviewing tools can be utilized to understand candidate responses, body language, and facial expressions to identify the best-fit candidates.
  1. Unbiased hiring: AI can help eliminate bias in hiring decisions by focusing on objective data rather than subjective opinions. Algorithms can be trained, monitored, and tested to ignore information such as a candidate’s age, gender, or ethnicity, ensuring fair hiring practices.
  2. Better candidate matching: Traditional methods of candidate matching were based on keyword searches and basic qualifications, such as education and work experience. However, AI-powered candidate matching algorithms and predictive analytics tools go beyond these and analyze a range of factors, including assessment results, social media profiles, personality traits, and cultural fit.
  3. Beats competition: An organization that uses AI tools and automation for recruitment has an edge over its competitors. For example, an organization using AI turns 10-15 hours of searching through social media and job sites into a two-minute search across multiple platforms, which helps them outperform their competition. Some recommended AI recruiting software includes Paradox, Fetcher, Amazing Hiring, Arya, Humanly, Textio, Seekout, hireEZ, eightfold, HireVue, and ChatGPT.


Drawbacks of AI in Recruitment:

  1. Lacks human touch: While AI can offer many benefits, it may lack the human touch essential for recruitment. Some candidates may prefer to interact with a human recruiter rather than a chatbot or automated system. Some may not feel uncomfortable sharing personal data with a machine. Human judgments are always needed to build relationships and also while interviewing and selecting which candidate would be the best fit.
  2. Bias in algorithms: Despite the potential for unbiased hiring decisions, AI algorithms can still be biased. Some critics feel AI could make employment discrimination worse through “institutional and systemic” biases. They believe that many of these algorithms are considered “black boxes” because they are not transparent about how they make decisions. They may be trained on biased data, leading to unethical and discriminatory hiring practices.
  3. Inadequate understanding of context: AI algorithms can struggle to understand the context of a candidate’s experience or qualifications, leading to incorrect assessments. It could work with insufficient data, which can result in qualified candidates being overlooked or unqualified candidates being selected. For example, a job seeker may use a different keyword for a job skill. If the AI does not have enough data to recognize that the skill could be transferable, it may miss out on a good candidate.
  4. Extra expense: Implementing AI in recruitment can be expensive, especially for small organizations. This can be a barrier to entry for organizations that may benefit from AI but cannot afford the expense.
  5. Data security risks: The use of AI in recruitment often involves collecting and storing huge amounts of personal data about job applicants. This data can be vulnerable to security breaches or hacking, that may compromise the privacy of job applicants and lead to identity theft or fraud.

Organizations should carefully consider these benefits and drawbacks before implementing AI in recruitment and ensure that they are using it ethically and responsibly. By doing so, they can improve their recruitment processes and find the best talent for their organization.

7 Ways to Spot Fraudulent Candidates

7 Ways to Spot Fraudulent Candidates

Remote work options and virtual hiring have brought great ease into the hiring process as employers now have easy access to talent pools around the world. Unfortunately, this opportunity has greatly increased the possibility of fraud. Recruiters across the country have experienced countless crazy stories involving fraudulent candidates.

Recruiting teams estimate that 15-20% of candidates are dishonest in the way they present themselves. This deception may involve inaccurate resume content, creating a perception they are a US candidate while working outside of the country or even working concurrently for multiple organizations.

The talent acquisition team at Skywalk Global has developed a few simple screening tips to help detect these fraudsters. These 7 tips are easy to implement and highly effective for your organization’s recruitment efforts.

Here are 7 key questions and indicators that help detect fraudulent candidates.

  1. Is the country of residence verified? – Before hiring candidates in a remote work set-up, the country of residence, should be verified. The best way to do that is by checking their travel history on the i94 website ( using the candidate’s passport number and date of birth. It is a sure-shot way to detect candidates living outside of the US while creating the perception they are working in the country.
  2. Is the candidate on LinkedIn? – Another great tip is to look them up on LinkedIn. Genuine job seekers would be present on LinkedIn with details that closely resemble their resumes. Also, check the recommendations, endorsements, and comments on their posts. Look at the number of connections on their profile as well and if they are a 10-year professional with 15 connections, it may be a sign the profile is not genuine. A good rule of thumb is to eliminate all candidates without a LinkedIn presence.
  3. Is a resume well formatted? – If a candidate’s resume is not formatted and utilizes different fonts or contains numerous spelling errors – it may be a big red flag. Fraudsters often copy-paste details and job responsibilities from the internet and overlook the finer details.
  4. Are there short job durations or employment gaps? – Candidates having a history of job-hopping with short durations across their resumes rarely transpire into rockstar candidates. Organizations find a way to retain good resources and while short durations for good candidates do occur, they are the exception and not the norm.
  5. Are there legit companies/clients listed on a resume? – A simple Google check on an organization’s registration number, registration date and physical address could validate whether the company is fake or not. Fake candidates often mention their consulting firms’ names or non-registered companies as their clients.
  6. Is a candidate moonlighting with two jobs? – There are a few ways recruiters can detect candidates unlawfully working two jobs. Checking references with the current employer is the safest approach but this may not always be an option. After a candidate is selected, it is important to request they update their LinkedIn within 2 weeks of starting their new opportunity. Remind them appropriately and if a candidate refuses, it is a red flag that he may be attempting to work for multiple opportunities simultaneously.
  7. Are you still unsure about finding genuine applicants? – In this scenario, the best tip is to utilize the services of staffing firm partners. Recruiting talent has always been challenging and in the virtual hiring process, it is more difficult than ever. Staffing firms can be great resources to help achieve your organization’s business goals by ensuring you hire genuine candidates.

Hope this checklist put together by Skywalk Global helps you identify fake applicants and find the right candidate.


Recruitment Services for Quality US IT Staffing

US IT staff have seen a steady growth with organizations looking for skilled and qualified people with the right skills. One of the best ways to hire a set of skills is to reduce the cost of renting out your resources. There are many companies with US IT staff that can provide you with professional and personalized services. They take care of your employees’ needs and help shape the future and consistent success of your business.

Releasing your hiring resources may seem to benefit you as these unions, especially those that provide US IT staff services, offer the following:

  • Employee benefits, including insurance etc.
  • Employee recognition and awards
  • Use of skill or talent
  • Open communication with the client
  • Equal employment opportunity
  • Training

Some of the benefits you, as a business, can get by outsourcing your hiring resources to an US IT staff can be listed as follows:

  1. Cost effective

Reducing rental and marketing costs is one of the major benefits of hiring US IT staff resources. The in-house rental process can be very expensive as you have to spend on advertising, testing and selection. If the service is outsourced, all of this is the responsibility of the staff agency, thus proving that the cost works well for you.


  1. Proper use of resources

Hiring an US IT staffing agency can be beneficial for you as this will save you the time your HR resources spent on finding and hiring the required staff. They will then be able to focus on the more important issues such as staff retention, employee satisfaction, staff training, increasing employee productivity, etc. The labor company will only recruit them for the final candidate selection process.


  1. All quality US IT professionals   

The US IT staff company has the right collection of US IT professionals, who can provide you with the person you need with the right skill and the right knowledge for your need. They can help hire IT professionals such as IT administrators, staff service desks, technicians, engineers, communications technicians, software system engineers and other technical staff.


  1. Customized US IT solutions 

Personnel agencies today are not prepared to provide temporary IT staff services, random appointments, contract employment or permanent employment. They may have the ability to provide one or all of these personnel resources.

Every company expects to have a well-planned, well-prepared IT department to meet the growing business needs. However, our ever-changing economic situation affects the needs of IT, especially when it comes to staffing. Here is a summary of the challenges for IT staff.

If you still doubt whether hiring US IT staff resources can be beneficial to your business or not, speak to our experts at +1 (515)974-6768 .


Benefits of Information Technology Staffing Agency

Almost every business needs IT candidates. While there are IT companies and healthcare professionals or legal staff, the IT staff company is always better at finding the right person for the vacant IT position. If a company is looking for an IT specialist, why should it contact an IT staff company? What are the advantages of an IT staff agency over a typical employee firm?

Quick response

Institutions with information technology staff retain a collection of previously tested IT talents. When they receive a job offer, they send it to the recipient to match the needs and skills of one of the candidates. This helps them to find candidates faster. A typical staff agency may not be able to handle such a large group of IT professionals.


Specially trained employers                

It is not possible for a business to employ HR team members who are focused on all technologies. On the other hand, the IT staff agency has employers for certain technologies. Whether you are looking for technology specialists like PeopleSoft or Share Point, the staff agency has a specialized employer who is specially trained and looking to fill this vacancy.


Staff transfer

The service may decide to leave the company during the project. In such cases, IT staff companies can quickly provide a new IT member who not only matches the technical requirements of the project but also better suits the company’s work environment. Working with an IT staff firm helps to avoid slowing down the progress of the project even if the service goes off suddenly.


No wrong rent

A person who hires a staff agency has years of experience in recruiting and hiring IT professionals. The recruiter not only judges the technical knowledge of the selected person but also tries to determine his or her mental structure. He is trying to find out if the person being baptized will be comfortable and productive in a certain work culture. This greatly reduces the chances of unfair employment. Wrong employment costs time and money. Unfair employment can be reduced by working with a hiring firm.

It allows you to focus on the business

An employer can submit an advertisement for a job requirement and receive tons of vacancies. Accepting applications from untrained people will not help the employer. Instead they may spend time cultivating it using unsuitable resumes. Usually the hired company handles everything related to staff – submitting job requirements, reviewing CVs, exams, interviewing candidates and conducting skills testing. It frees up your time so you can focus more on what you do best – your business.

An experienced IT staff factory can make your search for the right person easier. It serves as a link between the demand and supply of skilled IT staff.

Siri is a veteran Human Resources at Skywalk Global, a company focused on IT employment. She has extensive experience and expertise in all areas of human resource development especially in the recruitment and retention of IT staff. For years IT companies have benefited from using her strategies and suggestions. She also writes staff education tips, institutions with information technology staff [], labor companies and employers who use human resources.