I was reading a great article from Harvard Business Review, written by Julia Milner, called Is Your Career Heading in the Right Direction? It was designed for professionals considering a job change, and it got me thinking… As recruiters, we’re always asking candidates about their goals, priorities, and experience, but how often do we encourage them to take a moment and reflect on whether they’re headed in the right direction overall in their careers?
Milner talks about a process she calls a “career detox,” where people pause to reassess their direction, values, and energy levels at work. Our candidates likely aren’t thinking this way, and if we can take them down this path, we’ll increase our rapport, credibility, and deepen the relationship. This is especially valuable the longer our recruiting cycle is. If it takes months (or more) to get traction in your industry, this should be a central talking point,
Here’s how you can apply Milner’s insights to your recruiting efforts:
1. “How are you doing in your career right now?”
We usually ask people how they’re doing when it comes to a project, deadline, or interview. But try asking candidates to reflect on their career overall. “When you think about your career over the past few months, how have you been feeling – energized, bored, overwhelmed? What’s been driving that?”
Encourage candidates to examine their emotional state and work patterns. As Milner notes, it’s not about being happy all the time but identifying patterns that might need change. This kind of reflection helps candidates recognize whether they’re in a rut or headed toward burnout, and it positions us as trusted advisors in their career journey.
2. Help Candidates Reflect on What’s Occupying Their Mind
Instead of asking generic questions about their job, ask candidates to dig a little deeper. Word track: “What’s been occupying most of your mental energy at work lately? Are you thinking about the right things or are you focused on distractions?”
When candidates start to explore what’s truly been taking up their mental bandwidth, it may reveal hidden frustrations with their current role or a deeper desire for a new challenge. This allows you to pivot the conversation toward roles that align better with their true focus.
3. Ask: “What Energizes You?”
This is where we can get candidates thinking about their ideal work environment. Are they energized or drained by their current tasks and interactions? Word track: “On most days, do you feel energized by your work, or are you feeling more drained? What does that tell you about where you want to go next?”
If a candidate is repeatedly drained, they may be working on tasks that don’t align with their values or strengths. This question can help uncover whether their current role is truly a fit… or if it’s time to consider something new. And for us, it gives clearer insight into roles or environments that might suit them better.
4. Reassess Values: “Have Your Values Changed?”
Values shift as people grow in their careers. What mattered most to them five years ago may no longer be the driving factor. Word track: “How have your values or priorities evolved recently? Are they aligned with what you’re doing now?”
Helping candidates reconnect with their values can help them determine if they’re in the right place—or if it’s time for a change. For instance, someone who once prioritized career growth above all else may now value work/life balance more.
- Subtract and Add: “What Needs to Change?”
Once a candidate has reflected on their feelings, energy, and values, the next question is simple: “What can you subtract from your current work life, and what would you like to add?”
Maybe the candidate needs fewer late nights and more leadership opportunities. Maybe they need to remove toxic relationships with colleagues or focus more on meaningful projects. By exploring this, you can help them discover what will make the next opportunity the right move for them. It also allows you to highlight the aspects of the roles you’re presenting that match what they’re looking for.
6. Keep What Works: “What’s Going Right?”
Sometimes, it’s easy to focus on what’s wrong, but it’s equally important to celebrate what’s working. Word track: “What’s going right in your career right now? What parts of your job bring you joy or fulfillment?”
Encourage candidates to identify the elements of their job they want to keep in their next role. Maybe they love the mentorship they receive or the flexibility their current company offers. This helps you zero in on opportunities that maintain these positive aspects while improving on the negatives.
Become Their Career Partner
When you guide candidates through this reflection process,you’re becoming a partner in their long-term career satisfaction. That’s different than being remembered as a headhunter, presumably out for our own next big score. And that’s what sets great recruiters apart from the rest. When candidates feel that you truly understand their career trajectory and values, they’re more likely to trust you with their next big move.
Take these strategies to your next candidate conversation and see how much deeper, and more valuable, those conversations can go.
Stop working in a silo! Get the support you need from expert coaches and a group of high performing peers. Learn more below.
Tricia Tamkin, headhunter, advisor, coach, and gladiator. Tricia has spoken at over 50 recruiting events, been quoted in multiple national publications, and her name is often dropped in groups as the solution to any recruiters’ challenges. She brings over 30 years of deep recruiting experience and offers counsel in a way which is perspective changing and entertaining.
