In the new box questions, points out Norma Godínez, director of Human Resources at the recruitment firm Kelly, topics such as crisis management to work in uncertain and changing environments cannot be missing. Nor the ability and willingness to learn, behaviors or adaptation to new work environments.
“What we value is that the person is emotionally stable to rebuild ways of working and processes, in the face of a very uncertain market like the one that all kinds of organizations are currently facing,” he adds.
And although a selection process has several phases and in each of them the type of questions may vary, depending on the vacancy offered and the needs of the employing company, Gabriela Rodríguez, regional director of the Evaluar.com platform, assures that recruiters they do have a new combo of questions that they consider the most important and that should not be missing in a selection process.
The moment of truth
What did you research about the company and the vacancy?
Pertusa affirms that most of the applicants are discarded in the first minutes of the interview, because they did not show interest in investigating the company and the job opportunity it offers.
“The recommendation is that they research the company and prepare a series of examples in which they show that they have the characteristics that the company is looking for. This will increase the possibility of success, especially considering that, on average, 200 people apply for each position that opens in the market”, says the expert.
How do you plan your day?
With the rise of the home office, it is vital to know how the person adapted to this modality and what aspects of their organization they modified to be able to fulfill their work in a timely manner, without neglecting their personal life.
The directors explain that with this question they want the candidate to give examples that demonstrate their ability to organize, plan and execute their work in conditions that are not necessarily the office. Even this unknown leads to the question of whether the candidate opts for the hybrid, remote or face-to-face scheme.
Tell me about a situation that put you to the test
It is not a question, but it helps recruiters to identify the strengths and opportunities for improvement in the applicant. Rodríguez points out that this requested anecdote can be linked to a situation of customer service, negotiation, analysis and resolution of a project, etc. “We ask them to tell us how they solved it through specific cases that show results and solutions,” he says.
What did you learn from the ‘failures’?
“Speaking about failures and translating them into a learning opportunity is a symbol of maturity and emotional intelligence, which are two of the main characteristics and skills that a leader must have,” says Godínez.
How do you make your team meet goals?
This allows you to know if there is a leadership competence, if you are empathic with your teammates, if you measure your progress and results. Also if you have the willingness to learn new things and work as a team.
Why should I hire you and not someone else?
Although this question is not new, it has not lost its validity either. It is the perfect opportunity for the applicant to highlight her strengths. But more than ‘selling’ yourself, specialists advise you to take advantage of the unknown to show why you can be a key element in the organization, why you match with her and her company values.
Which benefits are non-negotiable for you and which are?
In its 2022 Compensation Study, the recruitment firm Michael Page found that for two out of ten Mexicans, the lack of transparency about the compensation that a company provides as part of its value proposition to the employee can be discouraging.
Although this question already sneaks into job interviews, according to the experts consulted, more companies still need to make an effort to know what interests their applicants have, what they are looking for and what their main motivators are, based on their stage of life. . Knowing this will lead to less talent turnover.