Beyond the job description: What candidates really want to know about your business
“So, do you have any questions for us?”
“Actually, I do…”
Hiring for a small but growing team? You’re not just interviewing candidates; they’re interviewing you.
Today’s job seekers come prepared, confident, and curious. They’re asking about more than just responsibilities and reporting lines. They want to know how your business supports its people, from flexibility and benefits to growth opportunities and leadership style.
For many small business owners, these questions can feel unexpected, especially if you’re used to pitching the role, not fielding questions about your internal policies and culture. But here’s the good news: you don’t need to say “yes” to everything. You just need to be clear, honest, and consistent.
Transparency builds trust and trust attracts the right talent.
Let’s walk through the most common categories where candidates are asking questions, and how your business can be ready.
1. Flexibility & Working Hours
Today’s candidates want to know how work fits into life, not the other way around. Flexibility is one of the most frequent dealbreakers, and the questions are coming thick and fast:
“Do you allow remote work?”
“Can I shift my hours if I need to manage childcare?”
“What’s your stance on hybrid setups?”
Even if your company requires in-person work, having a clear explanation shows intentionality. If flexibility is limited, what other supports are in place? Be ready to explain your rationale and what work-life balance looks like in your context.
2. Benefits & Perks
Compensation goes far beyond base salary, and candidates know it. They want to understand the full picture of support and incentives:
“What’s your parental leave policy?”
“Is there a wellness or mental health benefit?”
“Do you offer bonuses or performance incentives?”
“What does professional development look like?”
You don’t need the same perks as large global companies. What matters is that your policies are clearly documented and consistently communicated. Nothing erodes confidence like vague or improvised answers!
3. Culture & Communication
Culture is no longer defined by free snacks or team bonding events. Candidates want to know how it feels to work at your company and how you lead and support your people:
“How does the team give feedback?”
“What kind of leadership style do you promote?”
“How do you support inclusivity and psychological safety?”
These questions dig deeper. They’re about values, transparency, and trust. Make sure every interviewer can speak clearly and consistently about what life at your company is really like.
4. Career Growth & Development
No one wants to feel stagnant. Candidates want to know if this role is a springboard or a dead end:
“Is there a clear growth path from this role?”
“Can you share examples of people who’ve moved up?”
“Are there regular performance reviews or mentoring?”
Even a small company with a flat structure can still explain how learning, feedback, and skill-building are part of the journey. Offering clarity here can give you a strong edge.
You don’t need to offer every perk under the sun. But you do need to know what you offer and communicate it clearly. When your hiring team is aligned, candidates walk away with a stronger sense of who you are, what you value, and whether they belong there.
Accela Talent’s HR outsourced services (HRBP) help SMEs build strong, candidate-ready recruitment processes. We work with you to document policies, train interviewers, and build consistency across your hiring journey so you can show up prepared, polished, and people-first.
Ready to make your recruitment process smoother and more professional?
Let’s talk. Reach out to us at [email protected]
