If you have ever gotten to a job interview only to find that the duties, responsibilities or compensation didn’t match the recruiter’s description or your professional objectives, you’re not alone.

According to a recent survey, over half of job seekers said they experienced “bait and switch” tactics where the advertised responsibilities differed from what they expected. Similarly, 53 percent experienced “love bombing,” where they were excessively praised and flattered only to be lowballed with a salary that didn’t match their qualifications and experience.

These situations can result from receiving misleading information from the recruiter, but also from not seeking enough information to effectively judge the opportunity before committing to an interview.

Whether you’re working with a third-party or in-house recruiter, asking probing questions (like the ones listed below) can provide clarification, ensuring that you have a clear understanding of the role, responsibilities and expectations before you consent to an interview.

How Long Have You Been Working with the Hiring Manager?

Surveys show that when hiring managers and recruiters have long-term productive partnerships, it improves talent acquisition efficiency and the candidate experience.

You’re more likely to get straight answers and deeper insights into the hiring manager’s needs, projects and the work environment from a recruiter who has placed people with that manager before, advised Charles Duquette, professor at the University of Maryland and instructor of advanced interviewing techniques.

You should also ask how many people they’ve placed and how long those people stayed, because a successful track record indicates that the recruiter possesses the skills and knowledge to select people that align with the organization Duquette added.

What Is the Exact Title, Level and Compensation Range?

Clarifying critical details up-front reduces the chances that the offer you receive ends up being for a lower-level role that pays less. In fact, this situation seems to be happening more and more. But why?

“Sometimes, the recruiter isn’t as forthcoming as they need to be and sometimes the company doesn’t have its act together,” explained Pamela Skillings, co-founder and chief coach for Big Interview.

For instance, budgetary constraints, shifting teams and priorities can cause hiring managers to alter job descriptions during a search. Of course, it can also be an underhanded way of grabbing a candidate’s interest in the hopes that they will accept whatever job is offered.

Regardless, one way to avoid a bait and switch situation is to ask for more information and a written job description from the recruiter up front.

Where is the Position Based?

Along those same lines, beware of recruiters touting positions as fully remote or hybrid in order to expand the candidate pool, Skillings warned. The catch comes when you reach the offer stage, and the manager insists that you work onsite.

If the company really likes you, there’s always the chance that you can negotiate a hybrid or flexible schedule if they offer you an onsite position, she pointed out. But for many people, this is a red flag, because any competent recruiter should know if a return to office (RTO) strategy has been implemented or if the company insists on on-site staff.

Why is the Position Open?

If a job is being created to support cloud migrations, generative AI initiatives or process innovations that drive top and bottom-line growth, that's usually a good sign. However, if you’re replacing someone who was fired because they didn’t mesh with the team or manager, the answer to this question could give you valuable insights as to whether you should accept the interview.

Again, the recruiter should be forthcoming about why the position is open, but it is also important to verify what they tell you and get the inside scoop on a company’s work environment and culture. Remember that you don’t have to commit right away when a recruiter reaches out, Duquette noted. Have a cold-call response ready so you have time to do your homework on the company and work environment before you agree to an interview.

Who Will I Be Interviewing With?

What’s the difference between highly effective and average recruiters? Candidate prep. A competent recruiter should not only review the hiring process, the name and titles of the interviewers and their hot buttons and priorities with you; they should offer tips for selling your strong points and overcoming your weaknesses. Beware of recruiters who expect you to fend for yourself.

Where Are You in the Hiring Cycle?

The last thing you want to do is to waste your time on interviews that will probably not lead to job offers. How long has the job been open? How many people have been interviewed and rejected? Are internal candidates also being considered? Be clear about the manager’s intentions and timeline before accepting an interview.

Sometimes the manager has unrealistic expectations and refuses to adjust, or the recruiter is trying to get warm bodies into the queue even though a preferred candidate has been identified. Knowing where a company is in the hiring process and why a position has remained open for an extended period of time can help you determine when it’s worth your time to go through the interviewing process.

What Makes This an Attractive Opportunity?

What prospective candidates fail to realize is that it’s perfectly acceptable to flip the script. Does the recruiter describe projects or products that match your interests and career goals? Does the manager have a history of helping tech professionals progress their careers? The recruiter’s answers will reveal whether they truly understand your interests, passions and career goals or only care about filling the position for the commission.

It's important to remember that the interview is a two-way process, Duquette noted. A recruiter should be prepared to offer you some compelling reasons why this role and company are right for you.