Examples of Questions to Ask a Candidate

What Are Your Core Skills and How Did You Develop Them?

This first question is an excellent starting point for establishing an open discussion with the candidate. It allows you to explore the skills they consider their strengths and understand how they acquired them.

A good candidate will respond with concrete examples from their professional background or personal experiences. This will help you evaluate their technical knowledge and their ability to reflect on their own journey.

👉 Recruiter's Tip: Compare their skills with the job requirements to detect potential gaps.

Can You Share a Complex Professional Situation That You Successfully Resolved?

While technical skills are important, soft skills like resilience or handling unexpected situations are often decisive in the professional world. By asking the candidate to describe a complex situation they managed to handle, you can evaluate their approach to challenges.

For example, the candidate might discuss a team conflict they resolved, a crisis they faced, or a demanding task they successfully completed. This will help you better understand their analytical ability, initiative-taking, and communication style.

👉 What to Observe: The level of detail provided, their exact role, and the results achieved.

Why Do You Want to Join Our Company and What Motivates You About This Position?

This question is essential for understanding the candidate's deep motivations. It helps you understand why they applied to your company and if their expectations align with what your company can offer.

A motivated candidate will mention specific aspects of your company or position that attract them, such as your values, projects, or challenges they wish to tackle. Conversely, an overly general response might betray a lack of interest or preparation.

👉 Warning: Be wary of responses that are too generic or solely focused on material benefits (salary, hours, etc.).

What Are Your Long-term Professional Goals and How Does This Position Fit Into Your Career Plan?

Good recruitment isn't just about meeting an immediate need; it must also consider the future. This question helps you evaluate if the candidate plans to invest in your company long-term.

For example, an ambitious candidate might indicate they wish to evolve toward a management position or develop new skills. This will help you judge if you can meet their aspirations and if their professional projects align with your internal development opportunities.

👉 Bonus: Identify candidates who seek to combine ambition with alignment to your company culture.

How Do You Handle Stress and Tight Deadlines? Can You Give a Specific Example?

Stress is inherent in many roles, and knowing how a candidate deals with it is crucial. This question helps understand how they handle work pressure, prioritize tasks, and maintain performance in tense situations.

Ask for a specific example to avoid vague answers. For instance, a candidate might explain how they managed an important project with a limited deadline or how they handled a crisis situation.

👉 Note: Observe if the candidate can transform a stressful situation into an opportunity or success.

What Are Your Expectations Regarding Professional Development and Continuous Training?

In an ever-evolving work world, it's essential to evaluate the candidate's expectations regarding learning and development. This question is particularly useful for detecting talents who wish to progress and invest in their career.

A good candidate will mention specific areas where they wish to train or skills they'd like to strengthen. This shows they are proactive and eager to evolve.

👉 Company Benefit: You can also determine if you can meet these expectations by offering suitable training programs.

Tips for Analyzing Responses

• Listen beyond the words: Analyze tone, enthusiasm, and response consistency
• Look for warning signs: Hesitant, vague, or contradictory answers may indicate lack of preparation or experience
• Adapt your approach: A junior candidate will require simpler questions than those asked to a senior profile

By asking these six questions, you maximize your chances of conducting a structured and comprehensive interview. They allow you to discover not only the candidate's skills but also their personality, aspirations, and compatibility with your company.

Need help with recruitment? Contact a Fed Group recruitment expert to support you in your talent search and help you ask the right questions at the right time.

Learn More:

• What do candidates expect from a job interview?
• How to write and optimize a job posting?