Young graduates: what questions to ask at the end of a job interview?

As the interview ends, it is essential to take care of the exit and make the employer want to contact you again. The best tactic? A voluntary attitude and relevant questions. We help you with intelligent questions and adapted to all situations.

Young graduates: what questions to ask at the end of a job interview?

1-What kind of project can I start?

"The end of the interview is both the moment to reaffirm one's interest in the job and to end up on a good impression by giving the recruiter the feeling that he has had a dynamic and willing person in front of him," said Jean. -Michel Rolland, director of training at ISEN Toulon and management consultant. The most advisable is then to ask questions proving that you are planning in the job . "You have to help the recruiter to see you in the job, explains the job coach Yves Gautier. For example, a management controller or a computer specialist can ask for the typical project that he will have to carry out when the position takes over. You can also put yourself in the shoes of the future employee and ask the recruiter to specify a point. Example: "you mentioned for this post the importance of the role of interface with the subsidiaries, could you tell me a little more about what I would have to do in this sense?"

2-How many people make up the work team of the vacant position?

It is also essential to leave the feeling to the recruiter that has been able to leave the frame of his person to see himself already as a possible future collaborator. "  We must not only highlight its qualities but also its ability to integrate the culture of the company , to take an interest in its environment," said France Vever, head of corporate relations Sup de Pub. In short: to show that as an individual candidate for the position, one can perfectly become an element in the service of a collective. "We can take advantage of the end of the interview to show that we want to know more about its future employees," continues France Vever. Questions that can be improved by having identified upstream potential future colleagues via social networks. "It's interesting to be able to work on the network already," says Jean-Michel Rolland. A recruiter will appreciate having in front of him a candidate who knows the names of potential future collaborators, it shows here also his willingness to get involved . "

3-What is your feeling about my candidacy?

The interview is a question of feeling but it is sometimes difficult to read the feeling of the recruiter after the interview. Did the latter go well? If you really ask yourself this question, then do not hesitate to ask directly to your contact, says Yves Gautier: "Can I have your first reaction hot? What are the highlights of my application? It is useful to interrogate in this way to avoid leaving the interview in the most complete blur. "An approach all the more advised that the recruiter will not hesitate to give you his opinion, says Jean-Michel Rolland:" It will even be flattered. In case you feel that the interview went wrong, it is also useful to receive some advice, so you can work on areas for improvement for future interviews. " Be careful to try to always turn the questions positively  : prefer" what advice would you give me to improve? ", To" what did I miss? ".

4-Do you have other candidates to receive for the position?

It is better to finish the interview knowing what will happen next in the recruitment process. This is the point of view of Jean-Michel Rolland, for whom "we must not hesitate to ask for details. For example, if you are told: "we will contact you again", you have the right to ask for clarification: "thank you, on what date?". This is not necessarily the advice given by Yves Gautier on the other hand, for whom the questions of the type "will you remind me please?" can leave the recruiter unsatisfied: "We must make sure to have a confident attitude by leaving the impression that we know we will be reminded. In a way let the recruiter's hand without having to beg for it. France Vever, she recommends to play it subtle: "Ask at the end of the exchange if there are other candidates on the job and how much they are, it gives indications on your chances of succeeding without asking directly. "