11 Tricky Non-Technical Questions to Ask in a Recruiting Interview

1. Tell us about yourself

This simple question often stumps candidates. It’s a great way to understand your life priorities. The employer primarily wants to know about your education and work experience. Your personal history should be kept to a minimum. However, you should be prepared to briefly discuss your personal life without going into detail.

2. What do you do in your free time? Do you have a hobby?

This question is a logical continuation of the previous one. It helps the recruiter develop a psychological profile of you and determine your suitability for the proposed position. For example, a company needs a proactive person with strong leadership qualities and a willingness to travel. But the candidate says they enjoy gardening, home comfort, and don’t travel well. While the person may be a very good specialist, they won’t be a good fit. The employer wants a proactive, versatile worker.

3. Why did you leave your previous job?

The employer wants to know what happened at your previous job and what you expect from your new one. The main rule: never say anything negative about your former boss or colleagues. Your new manager doesn’t know the real story, but they may perceive you as a problematic and conflict-prone employee. You can cite routine, an inconvenient schedule, or a change in management. But your main arguments should be that you want to be part of a stable team, have the opportunity for career advancement, work on interesting and rewarding projects, etc.

4. What are your weaknesses?

The answer to this question will show the employer how mature you are. Only such a person can discuss their strengths and weaknesses calmly and with self-deprecation. But it’s important to know your limits and not overdo it. Don’t make jokes like, “I’m so lazy.” It’s better to say, “Sometimes I can get so carried away that I lose track of time.” The weaknesses you attribute to yourself should ultimately prove useful and positive for your future career: pedantry and meticulousness are good for accountants, while overly sociable behavior is good for advertising agents. You can answer neutrally: “I have some weaknesses, but they don’t affect my work.” Avoid long, overly revealing, and detailed stories.

5. Tell us about your achievements

The recruiter needs to understand your self-esteem. Here, you can talk about a completed project, professional development, or corporate awards. The key is not to overdo it. But you also shouldn’t go to the other extreme of underestimating your own capabilities and abilities. An interview is not the time for excessive modesty. Therefore, if you’re asked if you speak German and you choose to be modest, the HR team will likely write off “I don’t speak the language” and give preference to a more confident candidate. Therefore, answer clearly and convincingly.

6. Are you looking for a long-term partnership with our company?

This question allows the recruiter to understand your goals and your honesty. Of course, you can avoid a direct answer by saying that you need to work with the company first to see if the team enjoys solving the interesting problems you’ll be setting (if you’re applying for a management position, for example). “If all goes well, our collaboration will be long-term and mutually beneficial” is the ideal answer.

7. What is your desired salary level?

Employers are interested in whether the company can “buy” you. Feel free to offer an amount that’s 10-15% more than your previous salary. The minimum salary can’t be less than your previous salary (or some additional benefits should be offered). If you’re applying for your first job, research the job market for similar offers to understand your potential salary.

8. Are you ready to work with large volumes of information?

If you’re asked this question, it’s likely that overtime is common at the company. In this case, you can clarify how often you have to work extra hours and how you’re paid. For the same reason, you’ll also be asked about your marital status, whether you have children, and their ages. Your answers will help you determine how stable and productive you are, and how often you’ll need sick leave, time off, vacation, etc.

9. What would you not like to encounter in a new workplace?

“What are the most unpleasant aspects of your work?” This question is aimed at testing your personal qualities. Based on generally accepted values, the answer should be: lies, unprofessionalism, scandals, gossip.

10. Why are you interested in this position?

It’s important for employers to understand what specifically attracted you to the position offered to determine your priorities. Emphasize that you’d like to work for a large, thriving company and that you have the knowledge to contribute to their success.

11. Are you ready to take the test task?

Often, when considering candidates for IT positions, HR only conducts an initial interview. If your experience, skills, and personal qualities match the company’s requirements, you should be prepared to be asked to complete a test assignment. This assessment is performed by a technical specialist in your field, not a recruiter, as HR isn’t competent to evaluate your technical accuracy. If you successfully complete the assignment, you may be invited to a follow-up interview, which will be attended by either the head of the IT department or a designated representative. Be prepared for this.

What to do before the interview?

During the interview, the recruiter’s main task is to develop a psychological profile of the candidate, assess their moral character, ambitions, and career aspirations, and determine their level of interest in the proposed position. Recruiters can’t always obtain reliable information about a potential employee, so you should be prepared to provide references from previous employers. You must answer all questions without exception.