You'll sound more professional when interacting with hiring managers if you:

1. Shift from "generic" to "specific" questions

1. Generic: "What does your technical stack look like?"
2. Specific: "I noticed your team uses JavaScript on the front end. Which framework should the candidate have experience with?"

2. Dive deeper into hard skills

For example, for a full-stack engineer position (CADS Additive PDF) you can ask very generic questions that don't sound very professional:

• "What hard skills are required?"
• "Is this vacancy open to junior candidates?"

Or you could ask questions more professionally:

1. "I've noticed you are looking for a Full-stack engineer but in the JD you haven't mentioned which programming languages and software frameworks you use. Can you please elaborate on what's required?"
2. "When I reviewed the JD, I noticed there's no mention of the programming language used on the front end or back end. Can you please clarify?"
3. "I haven't seen on the JD any mention of the programming language. Can you please clarify which one your colleagues use?"

Takeaway: You may be just scratching the surface with those high-level, generic questions.

Dive deeper with more specific questions:

3. Downscale Requirements

If the budget is low (i.e. 2,650 EUR/mo in Vienna), only junior engineers will want to work on this (or not even juniors). In such a case, you can check all the hard skills one by one to identify which one can be removed for junior candidates.

4. Prepare "Qualification Questions"

Once you fully understand the requirements, you can come up with 5-6 qualification questions.

If you cannot write down straightforward Yes/No qualification questions, it means you still don't understand the job requirement.

Watch the following lessons to learn more.