1. Can you introduce yourself?

“With this question, it is aboutassess how the person structures their journey, explains Oualid Hathroubi, deputy director at Hays. It is a preamble that also allows you to already know more about the candidate’s personality (talkative, reserved, etc.) and his current state. A messy start can mean a high state of stress. » Essential for the job interview, we also offer you 4 examples of speeches to introduce yourself and a podcast to listen to in which we give you 5 tips for talking about yourself to the recruiter and presenting yourself in the best possible way. .

2. What do you know about us?

“The candidate must have informed himself upstream via the Internet and social networks, continues Oualid Hathroubi. We must feel that he worked on his interview hiring and seeks to establish a relationship of trust. Example: “just like you, I studied finance…””. The research must therefore be done on the company, but also, if possible, on the person who receives you. Try to find the 10 things you need to know about the company on the Internet.

3. Why do you want to leave your current position?

We test the reliability of the candidate with this question, announces Florence Paquiry, recruitment manager at SGS. If, for example, he begins to denigrate his current or past employer, the interview is already off to a bad start… Always know how to stay positive, just because you’re looking to give new impetus to your career doesn’t mean you have to talk negatively about the past. » Practice talking about your previous employer beforehand to be comfortable on D-Day and think about the various reasons why you want to change jobs and apply elsewhere.

4. What sparked your interest in this job posting

The recruiter will turn his question in this way: “Why apply to us? “. “We do not require candidates to know everything about the company, reassures Eléonore De Lagarde, sourcing and employer brand manager at Danone France. But we are looking for there to be at least one adequacy between the mission offer and the motivation levers of the person. The application must be coherent. »

5. Tell me about a situation where…

… where you managed to solve a complex problem, where you managed to see a project through to the end… where you experienced a professional failure. For Eléonore De Lagarde, the purpose of these questions is to focus the interview on the person’s experience, on the “I”. “A recruiter needs to imagine the candidate in given contexts, to know his results but also the lessons he has been able to draw from positive or negative experiences (to read on this subject, our article How to transform failures into a lever for success?). This can be feedback experienced in a professional but also personal context. »

6. What results have you obtained in your previous experiences?

” We search the candidate’s experience based on concrete, quantified and quantifiable elements, explains Camille Doat, head of recruitment and mobility at BNP Paribas Real Estate. Are these results in line with the requested objectives? How did he go about getting them? We can thus measure its negotiation levers. »

7. How do you organize your sales prospecting?

“We obviously adapt the questions to the profiles sought,” says Camille Doat. For consultant positions, for example, we are looking for candidates with a commercial sense. This question helps to better imagine the candidate in his daily professional life., hoping that he takes the opportunity to give us some facts. »

8. Which negotiation are you most proud of?

Camille Doat generally seeks to balance questions about difficult situations or failure with more positive questions, so that the candidate can maintain confidence and remain positive during the interview. It’s a matter of balance. »

9. What is the most constructive criticism that we have had to give you?

“It’s a question to measure the step back of the candidate, recognizes Florence Paquiry. We can thus see his ability to self-assess, his maturity. »

10. If you could go back in time, would you do some things differently?

“It’s a rather difficult reply, admits Florence Paquiry. But it can break some shells. As usual, there is no right or wrong answer., we only try to see if the person knows how to learn lessons. »

11. What would you like to do once in office?

In this situation, Eléonore De Lagarde measures the candidate’s ability to have thought about her project and her candidacy. “This is a question that allows recruiters toassess the projection capacity of applicants. »

12. How do you plan to interact with your new work environment?

You may not expect it, but you have to be prepared to answer this very concrete question, especially when you are a manager. ” We test the candidate’s collaborative spirit, explains Camille Doat. His ability to adapt to a new environment, with new colleagues. “.

13. What do you expect from your manager?

What do you expect from your manager? Another question that seems simple but is not. ” Right here, we assess the compatibility of the candidate with an ecosystem that he is likely to integrate, decrypts Camille Doat. If the recruiter knows in advance that the candidate’s future manager is someone who likes to delegate effectively, for example, we will tend to look for candidates who seem to appreciate being able to work independently.

14. What are your areas for improvement?

This is a variation of the question on the qualities and faults of the candidate. “We assess the candidate’s ability to step back on himself, his lucidity, trying to detect constructive states of mind, honesty and transparency,” explains Camille Doat.

15. What are your professional drivers?

It’s a question similar to “what gets you up in the morning?”, says the head of recruitment and mobility at BNP Paribas Real Estate. All answers are admissible if they are constructed. It may be remuneration, specific objectives to be achieved, a taste for challenge, a fulfilling work environment, the moral values ​​defended by the company… The answer will also allow us to give valuable information to the manager of the recruited person, to that he can better understand his personality. »

16. Where do you see yourself in five years?

A classic among classics. With this question Camille Doat evaluates the candidate’s ability to analyze and reflecthoping that it is both thoughtful and ambitious.

17. What are your salary expectations?

“The questions on remuneration allow, there too, to test the level of preparation and reflection of the candidate, recognizes. He must be able to properly assess his worth “.

18. What is your availability?

For Florence Paquiry, this question should not be overlooked. “It informs the recruiter from a very practical point of view and can also make it possible to judge the motivation of the candidate. If he spontaneously makes himself available for a new interview or a quick start, that’s a good sign. »

19. What are your hobbies?

I use this subsidiary question when I feel that the person is particularly stressed by the interview exercise, testifies Oualid Athroubi. Talking about what you like can allow the candidate to relax”. You can start from what you have entered in the Interests section of your CV.

20. Do you have any questions?

Often the last question, but not the least important. “The candidate must have questions in return to ask the recruiter, assures the manager of Hays. Beware of boat questions : ask for example the turnover of the company while we have access to this information on the Internet. I enjoy more projection questions about his work environment, team size, seniority, etc. »

To note : also discover, if you are in charge of conducting job interviews, our suggestion of 8 relevant questions to ask candidates in order to unearth for sure the rare pearl.

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