The Best Kind Of Candidate Data To Collect

When you are going through a recruitment process the more data you have the better, but where to start? Read on to discover the candidate data that will make a significant difference when looking for the right employee.

Previous Experience

It’s important to get as much information as possible on the candidate’s previous experience. This can include anything from work history, travel abroad, interests, and achievements. Use these stories as a launching pad for behavioral questions. For instance, ask them to relay a story where they had to take leadership or had to navigate an emergency situation. This will give the interviewers valuable insight into the candidate’s skills and experience. As an extra bonus, the interviewer will also see how well the candidate communicates when under pressure!


It can be difficult to know someone just from reading their CV. If the candidate has studied allow them to talk about it. You may discover more information based on their description of student life, then a plain old resume will address! This is especially important if the candidate is fresh out of school and doesn't have as much work experience as other candidates.


Data on a candidates’ work experience is important to collect. However, what if the candidate is going through a career change?

what candidate data to collect

Does a past barista have any connection to the marketing world? You'd be surprised! If the candidate's experience is based in a different industry to the current job they are applying for, it really doesn't matter. Just ask them more about their previous experience. There may be some surprising parallels that can be drawn from one industry to another. For instance, if the interviewee worked as an actor but the current job on offer is for a sale position, you may ask them about their improvisation skills or ability to connect with people.

Interests Outside of Work

What people do in their downtime can tell you a lot about their character. Ask the applicant questions about hobbies, passion projects, or how they relax. The more you get to know about the applicant, the better decision you can make on whether they would be a good fit for the job.

Criminal Record

It can be an awkward conversation, but it’s absolutely imperative to have. You must find out more information about any previous criminal misdemeanors. This will also give the candidate the opportunity to shed some light on their criminal record. It can be a great opportunity for them to show how they have made changes in their life since that experience.

What Do They Want?

check candidate references

Always allow time at the end of the interview for the candidate to ask any questions that they may have. Whether it’s about the company, the position, or the best coffee shop nearby! On top of this, ask the candidate why the vacant job interests them. This will give them a chance to express what they believe they can bring to the team and why they are excited to work there!


References are the absolute cornerstone of the recruitment process. Contact any references that the candidate has provided for a phone interview and have a list of questions ready to discuss. This will help you address the job requirements and get information about the candidate’s character.  There are many people who never get around to contacting references and instead go on their gut instinct on the candidate. This is usually the last stage of the recruitment process and one of the most important pieces of data to collect! Whether you are looking for tools to assist with planning, sourcing, screening, applicant tracking, or onboarding, Talcura can provide a stable of resources.

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