10 questions to ask the candidate during a job interview
Are you going to run job interviews and want to be able to analyze a candidate to see if it’s the right one? Ideal questions for all types of HR interviews: employment, work-study, internship … Discover the 10 best questions to ask a candidate during a job interview!
Knowing the motivations of candidates, checking their skills, analyzing if their profile is compatible with the culture of the company… These are the objectives of the questions that we ask as a recruiter during an interview. What questions should a candidate ask for a job interview?
In order to help recruiters, here is a list of relevant questions for interviewing. This list can also tell candidates what is expected of them during a job interview. List of questions to conduct a job interview:
1. Why did you choose to apply for this position?
There are several alternatives to this question. You can ask:
“What do you like about this job?” or “Why did this ad grab your attention?”
The objective of this question is to identify the real motivations of the candidate for hiring .
In depending on the candidate’s response, it is quickly clear whether he has done extensive research on the position and the company. This allows you to see if he is really interested in this job.
This question also makes it possible to verify that the candidate has read the job description and that he has understood all the ins and outs of this job.
2. What attracts you to our company?
Once again, we check that the candidate is interested in the company before coming for an interview . The emphasis here is not on the position concerned, but on the company in general.
By his answer, the individual indicates whether he knows:
- the main values of the company (and if it agrees with its values);
- the positioning of the group at national and / or international level;
- the company’s ambitions (financially, ethically …)
If the applicant has done research on the company, this clearly shows his motivation to join the group .
3. What was your previous job?
Other formulations are possible, such as: “What were you doing before d get here?”, “What were your responsibilities in your previous company?”
This trick question from the job interview allows you to learn more about the candidate’s skills.
Thanks to its answer, the recruiter will quickly know if the applicant has the capacities to accomplish the missions which will be entrusted to him in his future job.
4. What did you like most about your previous job?
This question can be about the candidate’s previous job , however, the recruiter can also have professional experience in the CV of the candidate.
As an employer, this questioning ensures that the candidate appreciates certain professional tasks and that he is therefore able to flourish at work. A job that will therefore not only be experienced as a constraint to pay rent, for example.
It has in fact been proven that the happier an employee is in his work, the more productive he is. It is therefore important that the missions entrusted to be a source of pleasure for the employee.
5. How do you see this position?
The purpose of this question is to verify that the candidate’s expectations match well with the reality of the position .
Sometimes candidates have illusions about their future duties. They idealize the position without seeing its off-putting aspects.
By asking this question, we check that the candidate has correctly assimilated the missions that will be entrusted to him.
As a recruiter, we avoid hiring an individual who will not pass the trial period because the position does not ultimately meet his aspirations.
6. If I tell you benchmarking, you tell me?
Asking questions during a job interview about a technical term allows you to check:
- the technical knowledge of the candidate;
- his experience in a specific field of activity;
- his capacity for reflection and deduction (if he is a beginner in the sector or if he does not know the exact answer).
7. Faced with such difficulty, what would you do?
During the job interview, it may be a good idea to put the candidate in a situation. We thus test their resistance to stress, their ability to think and solve problems. To get into the concrete, we can also ask the candidate about the challenges ‘he must have taken up during his career or during his training.
We can then formulate the question as follows:
“I imagine you must have encountered this difficulty in your previous job… What did you do? How did you react?»
As a recruiter, we will then have very concrete examples of challenges which have already been overcome by the candidate.
8. What would those close to you say about you?
This is an alternative to the traditional question about the candidate’s flaws and qualities. By choosing this turn of phrase, we invite the individual to take a step back -even. We can therefore judge his objectivity and his sincerity.
For example, a candidate who answers that all his relatives without exception find him brilliant, perfect, indispensable cannot be honest. On the other hand, the person will appear more reliable and outspoken if they say that their former boss found them loyal or if they explain why their friends can trust them.
9. What do you think a good manager is?
This sample interview question is very interesting.
You can pose this problem more directly, by simply asking the candidate: “What do you expect from your manager?”
The goal here for the recruiter is to know if the character and expectations of the candidate will be compatible with the methods and temperament of his future chef.
10. Do you have any questions?
Concluding a job interview in this way allows the candidate to be tested one last time. This is one of the most important questions to ask during a job interview!
If the individual does not ask any questions, then one is entitled to doubt their real interest in the position.
If they ask questions to which the recruiter has already answered or whose answer is on the job description, this also poses a problem. The right candidate is the one who asks a few questions without assaulting the recruiter. Questions which, of course, must be consistent with the position and with the company and for which the answer has not yet been given.