Every job interview is different, and each recruiter has their own approach when it comes to evaluating a candidate’s skills and abilities to fill a job vacancy.
However, there are a number of really useful questions to gain insight into the candidate’s capabilities, professional outlook, values, weaknesses, and more.
Today, we’re sharing 7 of the most effective questions you can use as a recruiter during your interview process with talents.
1. What can you tell us about yourself?
This is one of the most overused questions in any selection process, but it has a good reason behind it.
This question allows the candidate to present themselves more personally. It’s an opportunity for them to talk about their professional journey, interests, and what motivates them. An effective approach is for the candidate to relate their experience to the position they’re applying for, highlighting relevant achievements and key skills.
Listening to how a candidate describes themselves can provide clues about their self-awareness and confidence. Plus, it allows the recruiter to observe how the candidate communicates and organizes their thoughts, which is crucial in many job positions.
Usually, candidates use this moment to highlight not only their professional skills but also their values and passions. This can help recruiters understand better if the candidate fits the company culture.
2. What’s your professional project?
With this question, the recruiter aims to understand the candidate’s long-term aspirations.
Here, it’s essential for the talent to share their goals and how they plan to achieve them, as this can indicate their level of commitment and dedication.
A candidate with a clear professional project can be a great asset for the company, as they’re likely motivated to grow and contribute.
Additionally, this question allows for evaluation of whether the candidate’s goals align with the opportunities the company offers. If a candidate has a professional project that fits the organization’s direction, they’re more likely to feel fulfilled and stay with the company long-term.
Finally, recruiters can take advantage of this response to identify the skills and experiences the candidate considers necessary to reach their goals. This can be useful for planning their professional development within the company.
3. Why did you choose this career?
This is a great question to understand the motivation of candidates when applying for the position.
Answers can range from personal passion to external influences, and each response offers valuable information. A candidate who has chosen their career out of passion is generally more committed and enthusiastic in their work.
Moreover, understanding the reasons behind a candidate’s career choice can reveal how they approach challenges and deal with difficulties. Decisions made with purpose tend to be more aligned with perseverance and resilience, qualities that are important in any professional.
4. What do you consider your greatest strength?
By asking about the candidate’s strengths, the recruiter is looking for self-awareness and the ability to identify skills that can be valuable to the organization. Answers to this question provide a window into the candidate’s most notable competencies and how these can apply to the position.
It’s important for candidates to choose strengths relevant to the job. For example, if they’re applying for a leadership role, mentioning communication or team management skills would be more appropriate.
This response can also reflect the candidate’s confidence in their abilities and their willingness to take on responsibilities.
Finally, recruiters might also ask how the candidate has utilized these strengths in past experiences, which helps build a clearer picture of their potential and work style.
5. What do you consider your greatest weakness?
Talking about weaknesses can be tricky, but it’s an opportunity for candidates to demonstrate their self-criticism and willingness to improve.
Recruiters are looking for honest and constructive answers, where the candidate acknowledges an area for improvement and explains how they’re working to overcome it.
The way a candidate approaches this question can reveal their attitude towards learning and personal growth, aspects that are highly valued in today’s professional environment.
6. How do you handle criticism at work?
The ability to receive and manage criticism is fundamental in professional development. This question allows recruiters to assess the candidate’s resilience and their willingness to learn from others. A candidate who shows openness to feedback is more likely to adapt and grow within a team.
It’s important for candidates to share specific examples of situations where they’ve received constructive criticism and how they reacted. This not only shows their ability to handle feedback but also their commitment to continuous improvement.
Recruiters can use the answers to this question to identify candidates who align with a culture of learning and collaboration, which can be crucial for the team’s success.
7. How do you organize when you have multiple projects going on?
Time management and organization are essential skills in any work environment.
Through this question, recruiters seek to understand how the candidate prioritizes tasks and handles their workload. Answers can shed light on the organization and planning strategies the candidate uses to stay on track.
It’s helpful for candidates to share concrete examples of situations where they’ve managed multiple projects, describing the tools or methods they use. This not only provides insight into their work style but can also reveal their level of experience and competence in project management.
Finally, a candidate who demonstrates effective organizational skills and a strong ability to work under pressure can be a great asset to any team, especially in dynamic and fast-paced environments.
Each question is a valuable opportunity to understand more about the candidate and determine if they’re a good fit for the company. While these questions may be quite common, they are so for a good reason, as they help recruiters discover the person in front of the
