The 11 most frequently asked interview questions: what recruiters really want

Actual sheds light on what lies behind the questions asked by recruiters in job interviews.

Did your application catch their eye and land you a job interview? Congratulations! Whether in person, over the phone, or remote, the interview is a crucial step in the recruitment process and requires thorough preparation. During this exchange, the recruiter will ask you several questions to assess your motivation, your knowledge of the company, and your self-awareness. Some of these questions are inescapable. But why? What do recruiters really expect from them?

We shed light on how to approach these 11 most frequently asked job interview questions, with the help of Sorreïa Robin, Process, Practice and Operations Performance Manager for Actual group.

1. Can you introduce yourself?

This first question is primarily an icebreaker. It builds a connection between the recruiter and the candidate. It allows you to present your background by going beyond what is on your CV. It’s the time to clarify specific points or elaborate further on your experience. With this question, the recruiter will evaluate the consistency of your background and observe what you choose to highlight.

2. Why do you want to join our company?

If you have prepared well for your job interview, this question will not be a problem. It allows the recruiter to ensure:

• your interest in the company;
• your clear understanding of the position;
• the quality of your preparation.

However, you are not expected to know everything about the company. Don't hesitate to ask the person sitting across from you. Curiosity is always appreciated in a job interview.

3. Why are you interested in this position?

And its alternatives: “Why did you apply here?”, “Why do you think you are the ideal candidate?”, etc. This question has a dual purpose: it measures your motivation and “verifies how well your profile aligns with the responsibilities and how your values fit with the company’s”, says Sorreïa Robin.

4. How did your previous experience go?

The recruiter may also phrase this question differently: “How did things go at your previous company?”, “Why did your previous experience end?”, “Why do you want to leave your current job?”.

With this question, your future employer is trying to understand your relationship with management, what frustrates you, and your expectations. Indirectly, they are evaluating your professional maturity. If you left your previous job because of interpersonal issues, say so as well, while remaining objective. The clearer and more honest you are about your motivations, the better the recruiter can ensure your profile is a good fit for the company.

5. How do your former managers/colleagues perceive you?

This question helps see how candidates view themselves through another person's eyes, completing their profile. It is also an excellent way to discover if candidates can step back and demonstrate maturity.

6. Which aspects of your job do you enjoy the most? And which do you enjoy less?

Contrary to appearances, recruiters are not trying to find out if you are "passionate" or trap you with what you dislike. Above all, they want to understand what motivates you daily, what energizes you, and conversely, which aspects of the work might be sources of frustration.

This question also helps check whether your preferences are compatible with the job responsibilities and the offered work environment. It helps recruiters make sure that the candidate can thrive in the role over the long term.

7. What motivates you at work?

Often, candidates settle for a safe, conventional answer: moral values, love of a challenge, teamwork... And that’s fine! But if money, career advancement, job security, or training opportunities are also drivers for you, it is valuable for the recruiter to know. “This helps eliminate ambiguity regarding your professional expectations,” notes our expert.

8. Which professional project are you most proud of?

And all its variations: “What was your biggest professional challenge?”, “How do you handle difficulties at work?”, “What lessons have you learned from your experiences?”. We also know its alternative, “What are your strengths and weaknesses?”, a question that tends to fade away in favor of more targeted questions giving candidates the chance to illustrate their answers with concrete examples.

Here, reacting to failure helps reveal personality traits and ensures that your profile aligns well with other team members for optimal team cohesion. Indeed, beyond hard skills, hiring companies are looking for soft skills and interpersonal qualities. This question targets both technical skills and soft skills.

9. Where do you see yourself in 5 years?

Although frequent, this question is not systematic in job interviews. It is primarily intended to ensure that the growth opportunities offered by the company match your aspirations. It may also help assess your strategic thinking skills. But Sorreïa Robin confirms that “this question is not very relevant for assessing a candidate's motivation to join the company in the short or medium term: a lot happens in 5 years.”

10. What are your salary expectations?

Contrary to popular belief, this question is not solely meant to find out the candidate's desired salary. Recruiters mainly want to assess your market knowledge, the alignment between your expectations and the job's budget, and the risk of future dissatisfaction.

Too wide a gap between a candidate's expectations and what the company can offer can lead to demotivation or premature departure. This question also provides insight into how the candidate positions themselves, negotiates, and highlights their experience.

11. Do you have any questions?

A true classic, this question often concludes the professional interview. Yet, it is of vital importance. It checks whether the candidate really understands the position and, above all, if they picture themselves in it. But don't worry: “A candidate with no questions at the time of the interview won't be turned down.” You can always ask them later via email. In fact, “The profile will be judged interesting because the candidate took time to step back and reflect after the interview,” acknowledges Sorreïa Robin.

Prepare the content... and the delivery!

As you can see, interview questions will vary based on several criteria: the recruiter, the position, the sector, the contract type... So there's no need to prepare canned answers. The key is to prepare by researching the company, keeping the job responsibilities in mind, highlighting your strengths to stand out from the competition, and gathering concrete facts to illustrate your points.

Next, remember that questions aren't the only thing that matters in an interview! More and more recruiters value practical role-play scenarios. Be prepared to be "tested". Your behavior, body language, and soft skills should therefore be practiced.

Finally, remember that a job interview is a two-way exchange: it allows the recruiter to see if your profile fits the role, but it also allows you, the candidate, to imagine working there and see if the job suits you. After an interview, you may very well realize that you are not aligned with the company after all. “This helps avoid poor hires, which are costly for companies, but also for candidates who would have to restart their job search process,” concludes Sorreïa Robin.

You now have all the tools you need to approach your future interviews with confidence! Head over to the Actual website to find your next mission!