Dans n'importe quel type d'organisation, un jour ou l'autre, il est possible que tu sois invité à passer un entretien de sélection dans le dessein d'obtenir un poste.
Le scénario est bien connu, à priori, tu te trouves dans un lieu inconnu, la tension monte, ton coeur bat plus vite que jamais, tes mains sont désagréablement moites et ton front perlé de fines gouttes de sueur. La porte d'un bureau s'ouvre et voilà qu'un ou plusieurs individus appelés ``recruteurs'' se tiennent devant toi. Sans trop tarder, ils te prient de bien vouloir les rejoindre. Après, de sorte à détendre l'atmosphère légèrement anxiogène, ils se présentent et te donnent des informations sur l'organisation et sur le poste. Ensuite, ils te posent toute une série de questions pour déterminer si tu corresponds ou non au profil qu'ils recherchent.
Voilà donc le thème sur lequel nous souhaiterions nous attarder: les attentes des recruteurs vis-à-vis des dix questions de l'entretien de sélection les plus souvent posées.
Même si d'après ces résultats, ces dix questions sont celles qui sont le plus souvent posées lors d'un entretien de sélection, il est fort probable que d'autres questions le soient également. C'est pourquoi, cette liste doit être appréhendée avec précaution, comme une possibilité parmi tant d'autres et comme un aperçu des questions qui peuvent être rencontrées dans la pratique.
Que veulent-ils savoir en me posant de telles questions?
Malgré ta motivation et ta volonté de fer, les réponses qui sortent de ta bouche te semblent peu convaincantes. Tu quittes le recruteur la queue entre les jambes, et tu te poses la question suivante: « Que voulait-il savoir à mon propos en me posant de telles questions? Cette situation n'est pas la plus fréquente mais peut t'arriver. C'est pourquoi, il est utile de s'y préparer et de connaître les informations qu'un recruteur cherche à atteindre.
Cette brève synthèse nous permet de constater que les médias offrent aux candidats «leur propre version» du lien entre la question et le(s) contenu(s) qu'elle cherche à mesurer
Cela est délicat pour les candidats car ils doivent s'attendre à jongler avec le contenu des questions de l'entretien de sélection puisqu'il est probable que chaque recruteur ait des attentes différentes vis-à-vis d'une question et du contenu qu'elle cherche à mesurer. C'est pourquoi, nous tenons à souligner que l'entretien de sélection est une tâche complexe, qui nécessite une préparation minutieuse de la part du candidat (et du recruteur) et où l'improvisation est à bannir par tous les moyens possibles.
Le but de l'entretien est de rassurer le bonhomme en lui affirmant qu'il fait le bon choix. Il faut le surprendre, éventuellement le faire rire.
Cette question serait posée pour mesurer les aspirations, les objectifs professionnels, la motivation et le dynamisme, les intérêts et la capacité du candidat à se projeter dans sa future fonction.
Cette requête évaluerait la capacité du candidat à exposer et à synthétiser des informations concernant les étapes de son parcours scolaire et/ ou professionnel. En règle générale, les recruteurs n'attendraient du candidat qu'une réponse en rapport avec le domaine professionnel ou sa personnalité et ne chercheraient pas à s'immiscer dans sa vie privée.
Cette question viserait à évaluer chez le candidat sa capacité à synthétiser, hiérarchiser et comparer des informations concernant ses expériences passées. En outre, les recruteurs chercheraient également à évaluer les compétences que les candidats ont pu développer lors de leurs expériences professionnelles précédentes et de voir si elles seront en adéquation avec le poste à pourvoir.
Cette question viserait à savoir si les candidats connaissent non seulement leur propre valeur sur le monde du marché, mais aussi, sur quelles informations ils se basent pour arriver à la fourchette salariale qu'ils estiment leur être due. En outre, certains recruteurs évaluent aussi l'ambition ainsi que les intérêts des candidats.
D'un côté, cette question viserait à évaluer chez le candidat son honnêteté, sa capacité à réfléchir sur soi-même et à déterminer si les qualités énoncées par le candidat seraient en adéquation avec le poste.
Cette question serait relative au poste et aux expériences professionnelles précédentes (assistant, collaborateur, chef d'équipe, ou cadre) et viserait à évaluer chez le candidat sa capacité d'adaptation dans un groupe en tant que membre ou leader.
Cette question viserait à obtenir une information inhabituelle ou unique qui démarquerait le candidat alpha du candidat beta. En autres, certains recruteurs évalueraient la capacité des candidats à donner des exemples de leurs expériences passées en relation avec le poste mis à concours, d'autres chercheraient à évaluer tes connaissances sur l'organisation, le secteur et le poste.
Cette question semblerait être récurrente lors de l'entretien de sélection, néanmoins, il y a peu, voire aucune information vis-à-vis du contenu qu'elle cherche à mesurer. Intuitivement, nous supposons qu'elle est posée pour savoir si le type de management auquel le candidat adhère est le même que celui préconisé par l'organisation.
Cette question serait posée pour évaluer à quel niveau le candidat se serait renseigné sur l'organisation, son domaine d'activité, ses concurrents, son chiffre d'affaires, son ou ses dirigeants, le nombre des salariés qu'elle emploie ou encore la curiosité ou l'ouverture d'esprit des candidats vis-à-vis de l'organisation.
Cette question serait posée par les recruteurs pour évaluer l'implication à moyen/long terme des candidats dans l'entreprise. Par ailleurs, certains recruteurs poseraient cette question pour évaluer l'ambition et les intérêts des candidats.
Found on this LinkedIn page
AMY, MARKETING MANAGER: So, Jason, what would you say is your greatest weakness?
JASON: (Really? Oh, well. The company might require Amy to ask that lame question. That's not a great sign vis-a-vis the culture here, but I won't throw the baby out with the bathwater. Let's see if Amy can deal with my alternative to the usual gutless answer to the question, before I form an opinion about this place)
Greatest weakness? That's a great question.
When I was younger, I used to obsess about weaknesses and deficiencies. I bought For Dummies books and took classes in all kinds of things. As I got older, I realized that people don't have weaknesses, in the sense of things they're not good at and therefore need to work on. It's just the opposite, I think - I should focus on what I'm good at, and steer myself toward the things I'm meant to be doing. I should be doing web design and web strategy. I've learned that I'll never be good at graphic design, so I steer clear of it. These days, I don't think in terms of weaknesses that need correcting. I ask myself instead, "What does the universe want me to do?"
AMY: Wow. I never thought about it that way. Doesn't everyone have weaknesses?
JASON: I think everyone has strengths. You figure out what your strengths are. You don't waste time getting better at things you'll never be much good at and more importantly, have no desire to do. What's your take?
AMY: As you say it....it makes sense. I guess I've always believed that we have to work hard to improve ourselves.
JASON: I agree completely! The only question is, what does self-improvement mean? Does it mean correcting deficiencies, begging the question 'Who decides what skills a person is supposed to have as an adult?' or does it mean getting better at the things you do best, and listening to an inner voice that keeps you on your path?
AMY: Now I'm all confused. Thanks for getting me thinking about that, Jason!
Sheepie answer: I'm a hard worker, and I can be too hard on myself and other people when I think that either me or somebody else could give a little more to a project.
High-mojo answer: I used to obsess about my weaknesses. I used to think I had a million defects that needed correcting, and I read books and took classes to try to improve on them. Gradually I learned that it makes no sense for me to work on things that I'm not great at, and it makes no sense for me to think of myself as having weaknesses. These days I focus on getting better at things I'm already good at -- graphic design, especially.
Sheepie answer: I've been working in this arena for sixteen years and I've got a great track record.
High-mojo answer: That's what we're here to figure out, I guess! I can't say that you should hire me. There might be somebody else who's perfect for the job - you've met the other candidates or will meet them, and of course you know more about the needs here than I do. I can say this - if this match is meant to be, both of us will know it.
Sheepie answer: Working hard here or in another Financial Analyst role, with luck moving up to Senior Financial Analyst and being more involved in strategic investments than I've been so far.
High-mojo answer: Exploring one of my passions, undoubtedly -- maybe in Finance, or my interest in ecommerce or in an international role. I have a lot of passions!
Sources:
Asked at Urban Outfitters.
This is very much in the vein of "what animal would you be?" or "If you were a superhero, what would your power be?" The interviewer could be looking for personality traits - saying you'd be a shade of red might indicate boldness, blue might indicate fading more into the background - or creativity. Urban Outfitters almost certainly values employees who see life a little differently from the mainstream, and would be looking for creative "out of the box" answers.
Asked at Applebee's.
Applebee's is known for wanting its waitstaff to be positive, upbeat, and friendly, so asking for a funny story is probably actually an audition to see how well you would perform "chit-chatting" with customers. Your entire interview is an audition for the position, so always answer accordingly. (In other words, don't tell the story where you woke up drunk missing your left shoe — no matter how hilarious.)
Asked at Applied Systems.
If you're not ready for it, a question like this could really throw you for a loop. It's known as a creative open-ended question, and the interviewer is looking to see where you will go with it. Will you simply say yes or no? Will you tell a funny story? Brag about the cruise you took? Talk about how you were the leader of your crew team? Every answer will give her insight into your personality. Consider the position you're applying for when you give your answer.
Asked at Apple.
This is definitely one of my favorites, because it's such a unique way for the interviewer to look for creative thinking, grace under pressure, problem solving, and many more desirable job traits. A similar (more common) question might be, "What you would take with you to be marooned on a desert island?"
Asked at Xerox.
We have to assume that the HR staff at Xerox don't actually expect anyone to know the correct answer to this (in case you're wondering) — unless they're staffing their Corporate Jeopardy team. Rather, they might be looking for whether you answer this with something you work out logically, or something more creative. If you're applying for an accounting position, go for logical. Marketing? Get creative.
Asked at The Zappos Family.
According to insiders, this isn't such a strange question when you consider that employees do throw parades at Zappos. Considering their reputation for outstanding customer service, they may be looking for employees who can demonstrate a sense of fun and camaraderie in the workplace. This question could also be about creativity and attention to detail, considering how specific you get with your answer.
What the hiring manager is really asking: "How do your education, work history, and professional aspirations relate to the open job?"
How to respond: Select key work and education information that shows the hiring manager why you are a perfect fit for the job and for the company.
For example, a recent grad might say something like, "I went to X University where I majored in Y and completed an internship at Z Company. During my internship, I did this and that (name achievements that match the job description), which really solidified my passion for this line of work."
What the hiring manager is really asking: "Does this position fit into your long-term career goals? Do you even have long-term career goals?"
How to respond: Do NOT say you don't know (even if you don't) and do not focus on your personal life (it's nice that you want to get married, but it's not relevant). Show the employer you've thought about your career path and that your professional goals align with the job.
What the hiring manager is really asking: "Are you self-aware? Do you know where you could stand to improve and are you proactive about getting better?"
How to respond: A good way to answer this is with real-life feedback that you received in the past. For instance, maybe a former boss told you that you needed to work on your presentation skills.
Note that fact, then tell the employer how you've been proactively improving. Avoid any deal breakers ("I don't like working with other people.") or cliché answers ("I'm a perfectionist and I work too hard.").
What the hiring manager is really asking: "Are you a hard worker? Am I going to have to force you to produce quality work?"
How to respond: Ideal employees are motivated internally, so tell the hiring manager that you find motivation when working toward a goal, contributing to a team effort, and/or developing your skills. Provide a specific example that supports your response.
Finally, even if it's true, do not tell an employer that you're motivated by bragging rights, material things, or the fear of being disciplined.
What the hiring manager is really asking: "How do you respond to failure? Do you learn from your mistakes? Are you resilient?"
How to respond: Similar to the "greatest weakness" question, you need to demonstrate how you've turned a negative experience into a learning experience.
To do this, acknowledge one of your failures, take responsibility for it, and explain how you improved as a result. Don't say you've never failed (Delusional, much?), don't play the blame game, and don't bring up something that's a deal breaker ("I failed a drug test once...")
What the hiring manager is really asking: "Are you genuinely interested in the job? Are you a good fit for the company?"
How to respond: Your goal for this response is to demonstrate why you and the company are a great match in terms of philosophy and skill. Discuss what you've learned about them, noting how you align with their mission, company culture, and reputation.
Next, highlight how you would benefit professionally from the job and how the company would benefit professionally from you.
What the hiring manager is really asking: "Can you think on your feet? Can you handle pressure? Can you think critically?"
How to respond: When faced with a seemingly absurd question like this (there are many variations - just ask anyone who interviewed at Google before December), it's important you not be caught off guard.
Resist your urge to tell the interviewer the question is stupid and irrelevant, and instead walk him through your problem-solving thought process. For this particular question, you would talk about how many people are in the U.S., where couches are found (homes, hotels, furniture stores), etc.