The job interview is often the decisive phase of recruitment. It makes it possible to exchange with the candidate and to evaluate his know-how and his know-how. This exchange takes place through a series of questions. Thanks to them, you will be able to know the motivation of the candidate and to better understand his personality and his skills. So, what questions to ask in an interview? Here is a non-exhaustive list of questions you can ask during a job interview.

What questions to ask in an interview?

Can you introduce yourself?

This question, which may seem trivial, has several objectives. It is generally prepared by the candidate and will allow him to reduce his stress by talking about a subject that he masters himself. At the same time, it allows you to appreciate his speech, the vocabulary used and his posture. During his answer, the candidate will be able to develop his professional and personal experience, which will allow you later to deepen if certain elements intrigue you.

What are your faults and qualities?

A traditional job interview question, it allows the candidate to self -assess and highlight what he can bring to the company. You will also be able to better understand his personality based on his answers. However, this question has its limits, candidates frequently try to make their faults appear as qualities in order to show themselves at their best.

Why does this position interest you?

This question allows you to assess the motivation of a candidate. Is he looking for a food job of any kind or does he really want to take the job offered? If the candidate is involved, he will have studied the job description and will be able to cite the missions that arouse his interest and will question you for more information. He will also be able to draw a parallel between the proposed missions and his previous experiences.

Do you know how to work in a team? Can you give me examples of projects where you worked as a team?

Some positions require working closely with other employees. It is therefore essential that the person be able to integrate into a work team. Integration into a team is certainly done thanks to the skills that the employee can bring, but also thanks to his interpersonal skills.

How do you approach change?

This question is essential if you are in a sector in perpetual evolution. The candidate must be able to accept this change, be able to demonstrate adaptability and why not be proactive.

What do you know about our company?

A motivated and interested candidate will have carried out research upstream and will be able to restore the content, or even question you in turn if certain information does not seem clear to him.

What is the professional experience that has marked you the most, positively and negatively?

Here, you’ll see how the candidate talks about their previous employers. A negative experience can happen, but it is important that the candidate does not vent his anger or resentment. A candidate who will admit to having had negative experiences, but who is able to talk about them calmly without overwhelming their former company, is a candidate who demonstrates great maturity.

What position would you like to hold in 5 years?

Here, you assess the candidate’s ability to project themselves into the future and within your company. If you are looking for a long-term employee, it is essential to ensure that they are willing to commit. Does your position represent a real opportunity for him, or a temporary job until he finds something better elsewhere?