The 20 most common questions in job interviews

The 20 most common questions in job interviews

To help you succeed in your job interview, we interviewed 4 recruiters on the most common recruitment interview questions. You will have all the tips to answer it.

1. Can you introduce yourself?
"With this question, it is a question of evaluating how the person structures his career ," says Oualid Hathroubi, Deputy Director at Hays. It is a preamble that also allows to know already more about the personality of the candidate (talkative, reserved ...) and its current state. An uncomfortable start can mean a strong state of stress. "

 

2. What do you know about us?
"It is necessary that the candidate has inquired upstream via the Internet and social networks, continues Oualid Hathroubi. We must feel that he worked his maintenance job and seeks to establish a relationship of trust. Example: "just like you I conducted studies in finance ..." ". The search must be done on the company, but also, if possible, on the person who receives you.


3. Why do you want to leave your current position?
" We test the reliability of the candidate with this question, announces Florence Paquiry, recruitment officer at SGS. If for example he begins to denigrate his current or past employer, the interview is already badly embarked ... It is always necessary to know how to remain positive , it is not because one seeks to give a new impetus to his career that must speak negatively of the past. " 

 

4. What sparked your interest in this job offer 
"We do not require candidates to know everything about the company, reassures Eléonore De Lagarde, sourcing manager and employer brand at Danone France. But we seek that there is at least a match between the mission offer and the motivational levers of the person. The application must be coherent. "

 

5. Tell me about a situation where ...
... where you managed to solve a complex problem, where you managed to carry out a project to the end ... For Eléonore De Lagarde the purpose of these questions is to focus the interview on the person's experience, on the "I". "A recruiter needs to imagine the candidate in given contexts, to know his results obtained but also the lessons he has learned from positive or negative experiences. It may be feedback in a professional context but also personal. "

 

6. What results have you obtained in your previous experiences?
"We seek the candidate's experience based on concrete, quantifiable and quantifiable elements," says Camille Doat, Head of Recruitment and Mobility at BNP Paribas Real Estate. Are these results in line with the objectives requested? How did he get there? One can thus measure its levers of negotiation. "

 

7. How do you organize your business prospection?
"We obviously adapt the questions to the profiles we want," says Camille Doat. For consultant positions for example, we are looking for candidates with commercial sense. This question makes it easier to imagine the candidate in his professional life , hoping that he takes the opportunity to give us the factual. "

 

8. Which negotiation are you most proud of?
Camille Doat generally seeks to counterbalance questions about difficult situations or failures with more positive questions, so that the candidate can maintain confidence and stay positive during the interview. It's a question of balance. "

 

9. What is the most constructive criticism that has been made to you?
"This is a question to measure the step back of the candidate, recognizes Florence Paquiry. We can see its ability to self-evaluate, its maturity. "

 

10. If you could go back in time, would you do things differently?
"It's a rather difficult answer, admits Florence Paquiry. But it breaks some shells. As often, there is no right or wrong answer , we only want to see if the person knows how to draw lessons. "

 

11. What would you like to do once in office?
In this situation, Eléonore De Lagarde measures the candidate's ability to think about his project and his candidacy. "This is a question that allows recruiters to assess the screening ability of applicants . "

 

12. How do you plan to interact with your new work environment?
You may not expect it but you have to be prepared to answer this very concrete question, especially when you are a manager. "  We test the candidate's collaborative spirit ," explains Camille Doat. His ability to adapt to a new environment, with new colleagues. ". 

 

13. What do you expect from your manager?
Another question that seems simple but is not. "Here, we assess the compatibility of the candidate with an ecosystem that it is likely to integrate , decrypts Camille Doat. If the recruiter knows in advance that the candidate's future manager is someone who likes to delegate, for example, we will tend to look for candidates who seem to enjoy being able to work independently. ".

 

14. What are your areas for improvement?
This is a variation of the question on the qualities and defects of the candidate . "We evaluate the candidate's ability to stand back on their own, their lucidity, trying to detect constructive states of mind, honesty and transparency," says Camille Doat.

 

15. What are your professional engines?
"  It's a similar question to" what makes you wake up in the morning? " says the Head of Recruitment and Mobility at BNP Paribas Real Estate. All answers are admissible if they are built. It can be compensation, specific objectives to be achieved, the taste of the challenge, a fulfilling work environment ... The answer will also allow us to give valuable information to the manager of the recruited person, so that he can better understand his personality. "

 

16. Where do you see yourself in five years?
A classic among classics. With this question Camille Doat assesses the ability of analysis and reflection of the candidate , hoping that it is both thoughtful and ambitious.

 

17. What are your salary expectations?
"Compensation questions can, again, test the candidate's level of preparation and reflection," he says. He must be able to properly evaluate what he is worth . "

 

18. What is your availability?
For Florence Paquiry this question is not to be neglected. "It informs the recruiter from a very practical point of view and can also be used to judge the motivation of the candidate. If he is spontaneously available for a new interview or a quick entry, it's a good sign. "

 

19. What are your hobbies?
"  I use this subsidiary question when I feel that the person is particularly stressed by the exercise of the interview , testifies Oualid Athroubi. Talking about what you love can help the candidate relax. "

 

20. Do you have questions?
Often the last question, but not the least important. "The candidate must have questions to ask the recruiter in return," says the manager at Hays. Beware of boat questions  : ask for example the turnover of the company while we have access to this information on the Internet. I appreciate more the projection questions about his work environment, the size of the team, his seniority, etc. "

Comments

Popular Posts