Who is the toughest person you know
Recruiter questions: this is how you put applicants to the test
For many applicants, the thought of an interview provokes sweaty sweats. Rightly! At least when the recruiter has prepared the right questions. Questions with which he puts the applicant to the test, challenges him to the maximum and puts him to the test. With these Recruiter questions succeeds ...
➠ Content: This is what awaits you
These are the recruiters' basic questions
08/15 questions don't have to be a bad thing. The questions from the standard construction kit will help you Recruitersto collect essential information, to build a basic framework.
And they can already do one Hiring decision anticipate. Example: An applicant for a sales outlet who says no to the question of a strong willingness to travel is probably out of the question.
These are the basic questions for recruiters:
- What are your strengths?
- What's your biggest weakness?
- Why do you want to work for our company?
- Why are you currently unemployed?
- Why do you want to change the company?
- Why have you changed jobs X times in the past X years?
- Where do you see yourself in five (or ten) years?
- Are you ready to move for the job?
- Are you ready to travel a lot?
- Describe your résumé!
- Why should we hire you?
- What do you want to achieve with us in the first twelve months?
- What does success mean to you?
- How would your current (former) boss describe you?
- How would your friends describe you?
- What are the strengths and weaknesses of your current boss?
- What successes are you proud of?
- Do you have a role model?
- What are you doing in your spare time?
- Tell me a little about your time at university!
- How do you deal with an angry customer?
- What are your salary expectations?
- When could you start with us?
- Do you have any questions?
➠ Content: This is what awaits you
These are good recruiter questions
You spice up the job interview with a pinch of pepper when you serve the applicant the following questions:
What should I not know about you?
The famous question about the weaknesses. Just different.
What would have to happen for you to regret moving to us?
Allows conclusions to be drawn about the applicant's motivation. Is a good working atmosphere more important to him or is he mainly focused on his career?
What question are you jittery about?
Being afraid is not a blemish. However, the applicant should prepare accordingly for his fear questions.
Why shouldn't we hire you?
"Because my family is more important to me than this job and if in doubt I would always choose them." That would be a first-class answer.
What's the funniest thing that has ever happened to you?
With this question, recruiters can find out whether the candidate is spontaneous. And whether he can bring funny anecdotes across funny.
What did you learn in your last job?
Does he or she get carried away with a slap on their former job? Hopefully not.
What do you do if after five years with our company you still have not been promoted?
Anyone who wants to demonstrate self-confidence replies: "I think that's out of the question."
How did you prepare for today's appointment?
Gives delicate insights into the candidate's work ethic and conscientiousness.
Who are our competitors?
Basic knowledge for applicants. Those who don't know the answer are not really passionate about this industry.
What makes you wake up in the morning?
Is difficult and remains difficult: Getting on the track of an applicant's motivation.
What's your favorite website?
Interesting: Does the candidate give a politically correct answer (Wikipedia) or an original and risky one (9gag)?
These are the most important recruiter questions
When recruiters break down questions, many applicants get skidded. If you are not satisfied with cheap empty words, but want to know exactly. It works with these questions:
What motivated you in your last job - and what stole your motivation?
No top performance without intrinsic motivation. But how do recruiters find out what really motivates an applicant? The answer to this question requires more than lip service like "I'm still motivated."
Can you give me an example of how you have resolved a conflict in the past?
It doesn't have to be a professional conflict, it can also have been a private one. Here, too, concrete examples are needed. Because that one is “capable of conflict”, presumably all applicants say. They have to prove it.
What added value would you have for our company?
Here the applicant has to switch from his / her first-person perspective to that of the company. What advantages would the employer have if he hired him? What problem does he solve for him? In concrete terms and not abstractly like: "You would have a motivated employee who always gives everything." Aha.
These are the toughest recruiter questions
Difficulty level: hard. Questions that stress the applicant to the maximum. Those who put him under pressure, embarrass him, challenge him and knock him off. Here are the toughest recruiter questions:
What do you particularly like about yourself?
Walking the tightrope between self-confidence and arrogance. Not everyone can do it!
Why did you put these shoes on today?
Makes the applicant as embarrassed as possible. He proves quick-wittedness with a counter-question à la: Why haven't you put on a tie?
How did you find the other applicants you waited outside with?
Blasphemy does not work. But don't praise the green clover either.
What meaning do you see in life?
Philosophical seminar? No, but the question brings out core beliefs.
You're in Boston, but not in the United States. How can that be?
Example of a brain teaser that queries general education. Answer: You are in Boston before the Declaration of Independence.
They're suddenly shrunk hundreds of times and put in a blender. The mixer starts in ten seconds. What do you do?
Finding solutions is not that easy. Maybe this works: I scream at such a high pitch that the glass shatters. Or ask a smug counter-question: Is that something that happens a lot in this office?
So what can you do for me
As an introductory question that is directly linked to the greeting, murderous. Hopefully the applicant has not fallen on the lips.
Tell me a joke
Good joke-tellers are as rare as four-leaf clovers. Anyone who can do it is certainly also a good small talker. Advantage!
You have three tasks to deal with. What do you do: Concentrate 100 percent on one task and do the other two more poorly than right, or do all three tasks with 70 percent?
Now the applicant should talk about prioritization and multitasking - and be able to differentiate between important and unimportant tasks. A classic "mail basket exercise".
What did you learn last week?
Big in fashion: lifelong learning. Recruiters ask whether the applicant is really learning permanently.
Sell me this pen!
A classic for applicants in sales. But that doesn't necessarily make things any easier. Good answer (based on: "The Wolf of Wall Street"): Instead of praising the pencil or ballpoint pen, tell your counterpart (who of course is not allowed to have a pen): By the way, I have a first-class offer for you that will earn you thousands of euros to let. I'll call you tomorrow. Can you please write down your telephone number for me? ”(He / she cannot, of course, because there is no pen)“ Not? Well, I have a pen that I could sell you ... "
How would you rate your Java skills on a scale from 1 to 10?
Anything but 5 is unacceptable to a seasoned developer. But does the applicant really say 10 - indicating that there is no longer any potential for improvement?
If you were to write an autobiography, what title would you give it?
Requires creativity. And quickly.
Which do you choose: money or power?
Both are somehow disreputable. But is “neither” really the better answer? Rather not.
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Sebastian Wolking is a freelance online editor. He is interested in the changes in the job market due to the digital revolution.
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