Today, candidates are much more likely to find information on the internet to prepare themselves for the questions that human resources may pose to them during a job interview. But for HR, I realize that it is much more difficult to find relevant information on questions to ask candidates when you receive them in interview.
Asking candidates hard-hitting questions about the job offer you offer allows for a thorough analysis of the answers to better assess each individual. Thus, the answers you will have gathered will reveal quickly if the candidate is well suited to the position to be filled. But do we still have to ask the right questions? How many questions will I ask? Will my questions be quite powerful? Will my questions really allow me to evaluate the candidates?
This may be obvious for a person in charge of Resources who makes recruitments recruitments regularly, but this is much less obvious for a person who recruits on an ad hoc basis. Know that Scarlus helps you in your recruitment by integrating in the publication of job offer, the possibility to recruiters to ask several questions to candidates. These questions will allow you to make a first selection of profiles based on the rate of positive responses to the answers they have provided.
In this article, I will present my selection of questions that I would absolutely ask candidates if I needed to recruit a new talent now. These questions will allow you to accurately assess your candidates and bring out the best. I provide you with a frame, then you adapt or add questions if needed ...
HR Question: Tell me about yourself
It is obvious that you are waiting for an answer on the professional profile of the individual, even if some candidates may stray on their personal life, their interests, their family, their children, etc. which is totally out of context. The answers of the candidate will allow you to verify that the individual is able to make a coherent synthesis of him. You will thus be able to evaluate if it is able to send you relevant professional information that is directly related to the vacancy. Will the candidate come up with your interest and show the match between the job offer and him?
HR Question: What do you know about us?
This step will allow you to evaluate that the candidate did not just read the job description to offer his candidacy, but that he actually did a more in-depth research on the company he wants. to integrate. In this exercise, the candidate must be able to give you specific information about the company. This will allow you to feel that the candidate has made the effort to research and learn about the society for which he is likely to work. Do not hesitate to ask additional questions to make sure that it is the correct perception of the company.
HR question: What are your weak points?
This question is often difficult for the candidate because it is always more difficult to talk about his weaknesses in a job interview than to talk about his qualities. You will be able to assess if the weaknesses of the candidates will be a brake for the position to be filled in the company. Some candidates will try to minimize their weaknesses or others will inadvertently highlight a weakness that will be a drag in the future of your recruitment and thereby eliminate it. It is also an opportunity to deepen the subject with the candidate on the parts of the curriculum vitae that seems obscure and needs to be clarified. In this exercise it is important to identify the faculty that the candidate has to bounce against a negative aspect of his candidacy. Will he be able to highlight his weaknesses or to highlight weaknesses that are not eliminatory for the position to be filled?
HR question: What are your strengths?
This question may seem simple, but not that much! It allows to evaluate if the candidate is able to extract from his curriculum vitae, from his profile, the qualities which will emphasize it with respect to the post to be filled. Some candidates will arrive to enhance their strengths more easily than others by providing additional information on their profile that is not necessarily written in the resume. It is important to check that the qualities of the candidate are at least in line with your profile search.
RH Question: What makes you wake up in the morning?
With this question, you will better understand the motives of the individual. Indeed, by identifying the expectations of the candidate, you will understand the needs he will have in the company. By knowing in advance the expectations of your new employee, it will be easier to set up actions over time to build loyalty in the company. If for example, the candidate likes to learn new things, maybe it will be necessary later to provide training to make it evolve within the company ...
HR question: Why do you want to leave your current position?
This question refers to his last job, he can justify reasons for leaving or the desire to leave his current business. Examine the candidate's response carefully to determine if the cause is truly legitimate. For example, it is preferable to dismiss candidates who have a tendency to denigrate their company, who have affinity problems with other employees, who have left on bad terms, etc.
HR Question: What are the responsibilities of your current position?
The candidate will have the opportunity here to highlight his skills and responsibilities in relation to his last assignment. Thus, he will be able to detail the experience acquired on the personal level, but also the experience and the skills which he will have passed on to his collaborators and to the company. On this issue, it is important to identify the values that the candidate will succeed in bringing out.
HR Question: Why hire yourself rather than another?
This question is very interesting because it forces the candidate to compete with other individuals who covet the same position. The candidate must therefore argue to sell the best candidate. This may be a lower salary than the others, a greater professional experience, a similar experience compared to the position to be filled, proximity to the workplace for the catering trades, etc.
HR Question: Where do you see yourself in three years?
It is obvious that you will not have this answer: "In another company than yours". Even though some candidates may opt for a temporary job the time to find the ideal job. This question will allow you to evaluate the ambition of this one and to know if the candidate projected in the time with your company. Even if we do not tell you clearly, it is easy to identify candidates who really want to invest in the company, those who show less enthusiasm.
HR Question: What motivates you for this position?
For this question the candidate must list values found in the company and the position to be filled. You have to make sure that the future employee does not get up in the morning just for pay or because he just has to work.
HR question: What are your salary expectations?
During the job interview, it is essential to properly lock the salary with the candidate. It is possible that the salary requested by the candidate is higher than the range that you have set. In this case, and if you wish to continue with this profile, you must ask the candidate what motivates and justifies this high remuneration in order to renegotiate the salary and make a new proposal.
HR Question: Can you give me references to contact?
Many companies do not do this, but it is a good way to check the qualities of the profile. Asking the candidate for the contact information of his former employers will allow you, if you so wish thereafter, to verify the veracity of the information indicated on the curriculum vitae. Date, job title, notice, reason for leaving the company, etc. It is quite possible that the candidate does not wish to share information about his former employers. If there are no valid and justified reasons for this refusal, it may be wiser to dismiss this application.
HR Question: Do you have questions?
This is one of the essential questions at the end of the interview, as it helps to verify the motivation of the candidate. By reversing the role of questions and answers, you can evaluate the candidate's enthusiasm and interest in the position. If the candidate does not have a question, there is a good chance that the vacancy does not fully meet his expectations.
HR question: Original questions
Some recruiters like to ask puzzling questions to test the reaction of their candidates. This is a good way to see how the candidates will do to bring you an answer. Will they be methodical? How will they think? Reason?Here are some examples of questions:
- Why are tennis balls yellow and hairy?
- Who first came the egg or the hen?
- How many times a day do the hands of a clock overlap?
- Calculate the angle formed by the two hands indicating 6h35
Asking these questions to the candidates will allow you to highlight some characteristics of their profile. So you will certainly be able to identify the candidates that best match your search for the job offer you are offering.
You should also consider that the questions you are going to ask the candidates are only part of the recruitment, because a candidate can very well give you the answers you want to hear and not the answers that really correspond to his profile. However, even if the candidate tries to hide some negative elements of his profile, he will not be able to do it on the entirety.
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