20 questions to ask a candidate in the interview

Journey of the candidate

You can start the job interview by asking questions to the candidate on his past professional experiences. At this stage of the interview with the recruitment, your goal is to get to know your candidate better. These questions will allow you to know which post has held in a previous activity and what his responsibilities were. He will also show the candidate you took time He studies his candidacy well. Examining the application of an applicant before a job interview is essential for Prepare your questions. You will be able to rely on a point that intrigues you in its application, during the interview with the recruitment.

You can start the recruitment interview by positioning More general questionsto go to more precise questions, favoring the Open questions.

Here are some questions you can ask to find out more about Journey of the candidate. Take the example of a candidate who worked in a transport company before coming to apply for you.

1. I saw that you worked in a transport company, can you tell me which department did you work within this company?
2. Which position do you occupy within this company?
3. With what kind of person are you used to working?
4. What were your missions within this company?
5. Did you have people under your responsibility?
6. Why did you leave your old post?

Evaluate the candidate’s skills

Once you know more about your candidate, you can continue the recruitment interview with Questions focused on skillscompared to the position he applied to. Questioning the candidate on his skills is an important step in the interview with the recruitment, since this will allow you to understand if it can correspond to the person you need in your business. It is obvious that the questions relating to skills will not be the same from one position to another, or from one sector of activity to another.

In fact, you will not ask the same questions to a candidate who applies to a position of pilot/work and a candidate who postulates for a post receptionist, for example. For a candidate who applies to a position of driver/workstation, you will be able to evaluate his skills by asking him the following questions:

1. Give me an example of action that you put in place to motivate your team.
2. Imagine that one of your collaborators come to see you to make a complaint, what would you do?
3. Do you think you have a management style adapted to our company?

For a receptionist position, you will evaluate the candidate on his skills differently, with questions like the following:

1. As you know, this hotel is a small structure and could be asked to be versatile. Give me an example of a mission on which you had to be versatility.
2. Suppose that I am an English customer and that I present to the hotel reception, what would you say to get closer to me?

Evaluate the candidate’s skills

After evaluating the candidate’s skills, the time arrives to evaluate your skills. This will allow you to know more about its personality and check your compatibility with the candidate. You can therefore determine if it is in line with the culture of your business and if it can Easily integrate into your team. To evaluate the candidate’s know-how, you can ask him questions about previous professional experiences, in order to know how it reacts according to the context. It may also be interesting to ask him what he thinks he can improve at home (because yes, nobody is perfect!). This will allow you to know if the candidate is able to question himself. Some examples of questions to evaluate the candidate’s interpersonal skills:

1. Tell me about a failure you met in your work. How did you react to this failure?
2. Tell me about a long project you worked before. What does it mean that you created to respect the deadlines? If I had to direct this project, how would you be taken?
3. What are your areas for improvement?
4. What do you like in teamwork?
5. If I wonder with one of your former employers, what will I tell me about you?