Before thinking about the questions to ask, you must first make sure that you have clearly defined your values and your company culture. These are the precise points that will guide you in the questions to ask. Your company values will also be very useful in analyzing the compatibility of the applications received. But don't panic if you don't have a defined company culture or employer brand. The most important thing is to know how to present your company in a realistic way.

Now that you know how to present your company, it's time to write the job description. Try to highlight your company's values and culture in your job posting. This will attract candidates who see themselves in your position and your company, and filter out those who don't see themselves doing the job described.

Be careful! It is a human reflex to embellish a job description. However, when reading the offer, the candidate will have certain expectations and ideas about the job and the work environment. It is therefore important that these expectations correspond to reality, because even if some people could adapt, many will choose to leave the job if it does not correspond to what they were looking for in the first place.

This is the concept of the realistic job preview (RJP). "Evidence indicates [that exposing realistic aspects of the job] leads to several benefits such as a perception that the employer is authentic, higher engagement, and lower early turnover." (CPHR)

So, throughout the hiring process, be authentic and transparent.

Represent the company as it really is. For example, don't use humor in your job postings if it's not part of the employees' daily lives!

We recommend that you have your candidate meet a few future colleagues. This way, you will be able to see how the person interacts with different people and you will also get different opinions about the candidate. You can also hold group interviews with a limited number of employees who will be part of the candidate's future team. Generally, from the 2nd interview onwards. You will then quickly know if the candidate does not fit in with the team.

Let's dive into the main topic: what are the questions to ask in an interview to ensure a candidate's compatibility?

-What behaviours do you most appreciate in a manager?

With this question, you will be able to see if the management or collaboration style that the candidate prefers matches the management style of the supervisor in place in the company, for example.

-How would your last manager describe you? How would your co-workers describe you?

Take note of the personality traits that the candidate highlights. Not only are these the candidate's strengths, but most of the time, they are also the personality traits he or she values most.

-What does X value mean to you? Give us an example of a time when you demonstrated X value?

Here, choose a value that is important to your company. For example, if innovation is part of your company culture, you'll certainly want to hire a candidate who has demonstrated innovation at least once in his or her career. Be careful to choose a value that is used in a real way in the company, and therefore has great importance.

-What type of work environment motivates you the most?

Rather than trying to guess if your company is a good fit for the candidate, ask this question directly. If your work environment motivates the candidate, this is a very good sign of compatibility. The person hired is more likely to stay with your company for the long term.

-Why would you want to work for our company?

The aspects that the candidate will emphasize are often the ones that are most important to them. Are these aspects important to your company as well?

-If given the choice, what percentage of your work would you like to spend on teamwork and individual work?

With this question, you will be able to see if the candidate's preferred style of collaboration/work matches the way work is done in your company.

-Did you have certain irritants or aspects that you did not like in the last companies you worked for?

This question is crucial and should be explored in depth. You must ensure that these irritants are not found in your company as well. For example, if the employee left because he or she lacked autonomy in his or her previous position, make sure that the need for autonomy is fulfilled in your company, otherwise the candidate may leave quickly.

During the interview, it is necessary to describe the obstacles, the challenges and the reality of the position and the company. In other words: the good and the bad. Once the realistic aspect of the job is presented, the end of the interview is a good time to address the gaps between what the candidate is looking for and what you offer. Answer the candidate's questions honestly and inquire if there is still interest in the position.

In conclusion, these questions are not absolute. A candidate does not have to be perfect in every way. After all, you are hiring a human, and no one is perfect. In addition to these more technical questions, use your judgment. You can feel the fit, but you can't always explain it!

It is important, but not always easy, to ensure that there is a good fit between the candidate and the company, so that everyone benefits and to avoid new employees leaving quickly.

In addition, as mentioned earlier, it is important to present your company's environment and culture in a realistic manner. Don't forget that the candidate must also evaluate the compatibility with the company in order to make an informed career choice.

If you need recruitment advice, or if you wish to retain our services, please contact us.