The job interview stage enables the recruiter to assess the quality of the application and the likelihood of the candidate’s success once in post. However, it is not a one-way street. The recruitment interview is also an opportunity for the candidate to check that the job, the working conditions and the company match his or her expectations. To give you some inspiration and help you prepare for your interview, here’s our list of 13 questions to ask recruiters.

Questions to ask the recruiter about the position to be filled

The job advertisement lists the main information you need to know before applying: tasks, responsibilities and skills, etc. The job interview is an opportunity for the candidate to delve deeper into the subject and obtain details about the specifics of the tasks, the short, medium and long-term targets, and the challenges. At the end of the interview, you need to have a clear picture of the ins and outs of the job so you can make an informed decision about whether or not to continue with the recruitment process.

Interesting questions to ask during the interview include:

1. What are the targets to be achieved in 6 months, 1 year and 3 years?

This question will help you ensure the expected targets are realistic, achievable and in line with your skills and future financial remuneration. For example, targets that are out of proportion to your remuneration and experience do not bode well. This generally indicates a lack of structure and organisation, and a sign of managerial dysfunction.

2. What resources and working tools are available?

The company must provide its employees with the resources they need to do their job properly. Asking the recruiter about the software and communication tools used will give you an idea of the quality of the resources provided and whether or not you will need to factor in time for training.

3. Do you have any idea of the budget I would be allocated?

If you’re applying to be a team leader, this question is essential. It gives you an idea of what you could do with your allocated budget and whether the budget is consistent with the targets to be achieved.

What is the remuneration (salary, benefits) for this position?

The job advertisement may specify a salary range. The recruiter will undoubtedly ask you about your salary expectations. However, it is worth asking whether or not this can be negotiated, and what benefits are included in the remuneration package: a company car, performance bonus and end of year bonus (thirteenth month)?

Questions to ask the recruiter about the company

When you accept a job, you are joining a company that has its own values, culture, codes of conduct and commitments. It's essential that you have an affinity with the way the organisation works and its DNA if you are to feel comfortable in your post and be successful. Below are some questions you can ask about this aspect.

What can you tell me about the training and internal mobility policy?

More and more talented people are concerned about the opportunities for professional and career development offered by companies when taking their decision. And that’s perfectly normal. The time you spend working for the company should enable you to develop your skills and enrich your career. If you can’t find any information on the company website, ask the recruiter about the internal policy.

What are the company’s CSR commitments?

Candidates are increasingly looking at the company’s CSR commitments. If nothing is specified on the site or on the Internet and these subjects are close to your heart, this is the time to raise them. They may include initiatives to promote diversity and inclusion, ecology and the environment, or commitments to civil society organisations to support disadvantaged groups. Don’t hesitate to ask for concrete examples of action taken by the company.

Can you tell me about the company’s culture?

Is the dress code more casual or more conventional and rather strict? Is risk-taking valued in decision-making, or is caution the order of the day? These are important questions, because if your personality and values don’t fit in with the company’s culture, you’ll have to over-adapt. And over-adapting is very tiring. There’s a risk you'll end up being miserable.

Questions to ask the recruiter about the way work is organised and about the management

One in two employees admit they left their job because of the management (Gallup survey). The surveys also reveal that employees want their work to be organised more flexibly and have a better work/life balance. So it makes sense to spend a few minutes on these subjects. We provide a series of questions to ask on this aspect below.

1. What has been arranged in terms of teleworking and working hours?

According to an Ifo and EconPol Europe study, on average employees would like to telework 1.4 days a week. A wish that is justified in different ways for different people. For example, some employees live a long way from their place of work. The home office avoids wasting two hours a day commuting. Others are more efficient and productive while working from home, in peace and quiet, without being constantly interrupted. For others, teleworking simplifies their daily family life and logistics.

Generally speaking, having flexible working hours makes it easier to reconcile personal and professional obligations. Don’t forget to raise this point with the person interviewing you.

2. What can you tell me about meetings? Are they frequent? Early in the morning and late at night?

Some companies have an acute mania for meetings, which wastes a lot of employees’ time. What’s more, if you’re a young parent, meetings scheduled for 8 a.m. and 6 p.m. aren’t always compatible with your family commitments, so you’ll need to plan ahead. Don’t hesitate to ask the recruiter about the company’s position on meetings.

3. What is the department’s management style?

There are different management styles: authoritarian, caring, collaborative and participative. Each has its advantages and disadvantages. Authoritarian management can be useful when dealing with a crisis that requires an immediate response, and for employees who are not very proactive and need to be managed for a given period of time. However, it generally creates a climate of fear and insecurity because it leaves little or no room for initiative, and orders are imposed without being justified.

A management coach is appreciated by employees, who expect their company to help them grow by developing their skills.

4. What is being done to improve well-being?

In addition to the initiatives designed to promote well-being in the company, it is interesting to know what solutions exist to measure and monitor the level of employee well-being. Regular individual interviews and anonymous surveys to assess well-being are initiatives that show the company is taking action to improve the well-being of its teams.

Questions to ask the recruiter about the recruitment process

In principle, recruiters should provide you with information about the rest of the recruitment process. However, this does not always happen, or the information may be limited. If you don’t have any information to hand, ask your interviewer.

1. Who will I meet if we go ahead with the recruitment process?

Your future manager? The company director? To know what to expect and optimally prepare, it’s important you know exactly who you’ll be meeting. The objective and perspective of the interview will be different depending on the situation. For example, the manager will assess your skills using a practical case study. A director will focus on the company culture in the interview.

2. What’s the response time?

Not knowing when you’ll get an answer is stressful! So don’t put yourself through that. At the end of your job interview, ask how soon you will hear back from the recruiter.

Don’t forget, a candidate is entitled to ask the recruiter questions. Don’t turn up without having prepared any. Select the questions you consider important for your future job interviews.