What is the purpose of a job interview?

What is an interview? Why do we conduct a job interview? What does the recruiter seek to know by interviewing the candidate? The Eskimo provides an update on the definition of this meeting and the most frequently asked questions by the recruitment agent.

Furthermore, interview or maintenance?

On the spelling side, should we write “interview” or “maintenance”? With or without a “t”? Imagine for a second. You are writing a cover email, the one that will include your CV as an attachment, and you are stuck with the spelling.

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You close your message with: “I am available for a possible interview that you would like to grant me.”

Biiinnnnggg! The word jumps out at the recruiter’s face as if they just bit into a chili pepper with a mouth full of teeth.

The interview, the noun, is written without a “t” at the end. Example: “job interview.” The verb “to maintain” is written with a “t” at the end when conjugated in the third person present. Example: “she maintains her car.”

Definition of an interview

What is an interview? This term has two main definitions. The first refers to the action of maintaining something. To take care of it. Maintenance of your car or your home, for example. The second, and the one that interests us, refers to a conversation between two or more people.

Job interview, according to the recruiter

The job interview is a specific discussion between a candidate and a recruiter. It is also called a recruitment interview or motivational interview. This interview is similar to a selection exam aimed at integrating the workforce of a company and obtaining a job. It is an integral part of the application process. This test can also be conducted face-to-face or remotely.

This test generally follows the CV and cover letter. It aims to verify and expand on the information in the job seeker’s CV. But also to ensure that the candidate’s profile is as relevant as possible to their future professional missions. An interview may be necessary to join training, find an apprenticeship, an internship, a permanent contract, or any other job.

On average, out of 100 candidates, ten are selected for this in-depth dialogue, and only one ends up being hired.

The interview is therefore both a conversation, a presentation, a negotiation, and an argument.

Different types of interviews

Several types of interviews are grouped into two categories: traditional face-to-face maintenance and remote maintenance. These two types can also be divided into two subgroups: individual interviews and group interviews. That is to say, several candidates appear at the same time before a recruitment jury.

The most common interviews include a regular individual recruitment interview, a Skype interview, a phone interview, a delayed video interview, and an interview in English. They are conducted in the same way and usually last about an hour.

Classic individual recruitment interview

The classic individual recruitment interview is a physical one-on-one interview between the recruiter and a candidate. The recruiter or manager is alone behind their desk, and the candidate is sitting in front of them. This oral takes place on the company’s premises, and therefore, both the company and the applicant must travel in person. This type of meeting can be challenging when several hundred or thousands of kilometers separate the company’s headquarters from the job seeker.

Nevertheless, it offers a significant advantage: the meeting is more human, and the candidate can observe and adapt to the reactions of the HR manager.

Phone interview

The phone interview is an interview that takes place over the phone. A time slot can be agreed upon between the recruiter and the candidate, but not necessarily. Therefore, once the cover email is sent, the candidate must be ready to conduct a job interview. And thus, ready to answer the questions that will be asked.

Skype interview

The Skype interview takes place via the famous Skype software and thus through a computer or smartphone. It allows the recruiter and the candidate to see each other in real-time, regardless of the distance that separates them. A good internet connection is imperative; otherwise, a lag between voice and image may occur.

Delayed video interview

The delayed video interview is unique. It is not in real-time and is done via computer. The questions, pre-selected by the recruiter, appear in writing, and the candidate’s answers are recorded within a specified timeframe. The recruitment manager can then view them whenever they want. This type of meeting usually precedes an in-person recruitment interview.

Interview in English

The interview in English is a meeting that takes place partially or entirely in English. Hence its name. The French-speaking candidate thus faces an additional challenge: the language barrier.

Questions asked during an interview

Questions are asked of the candidate during the interview. This is also the interest of this step for the recruiter. By asking questions on specific topics, the latter can assess the relevance of their interlocutor’s profile, namely the job seeker.

General questions asked during the interview

The questions asked during the interview are not known in advance by the candidate. Each open position and each company has its own characteristics, making it impossible to know precisely the recruiter’s questions. On the other hand, more general questions are asked in the majority of appointments. The goal is therefore to anticipate them and prepare in advance to develop a strategy that will present you in the best light.

Here is a selection:

Can you introduce yourself in a few words?
Do you know our company?
Why did you apply to us?
Why you rather than someone else?
How do you manage your stress?
Describe a difficult situation you encountered?
Why did you leave your previous job?
Do you have any questions?

Find the 152 questions asked in interviews by recruiters along with their answers.

The question of strengths and weaknesses in interviews

Questions about strengths and weaknesses are particularly difficult to answer during the interview. They must be prepared with the utmost care. These are delicate questions because the recruiter primarily analyzes the candidate’s way of responding, not just the adjectives cited. They aim, of course, to verify that the candidate’s strengths and weaknesses are relevant to the qualifications required for the position.

Among the two main questions asked: