“Why Do You Want This Job?” – The Interviewer Interviewed!

Yes, it’s important to understand candidates’ motivations for joining your company and to assess how they present themselves, articulate their thoughts, and demonstrate their level of preparation. But remember—the person being evaluated is also evaluating you, and that’s just as crucial to consider!

As the first point of contact, you help shape a candidate’s perception of your company and the role. While staying authentic, it can be beneficial to approach the interview with transparency, authenticity, and even a touch of persuasion.

As Forbes suggests in this article for candidates, why not, as an employer, also step outside the typical question-and-answer framework? A small shift in phrasing or adding a personal touch to your tone can infuse the conversation with your organization’s unique identity.

Most importantly, show genuine interest and foster best practices for a great candidate experience. For instance, clearly communicating the next steps and expected timelines to standout candidates can make a difference. After all, first impressions matter, but maintaining motivation is just as crucial—especially when candidates may receive two or three offers within the same timeframe.

In short, prioritizing a conversational and engaging approach over a rigid authority-based dynamic often leads to better outcomes. At La Tête Chercheuse, we like to follow a structured model while allowing room for natural conversation. Typically, we start with a brief introduction of ourselves as recruiters, then explore the candidate’s motivations and the parallels between their experience and the role’s requirements. Finally, we focus on key personality traits identified by our clients as essential for integration—both within the team and the broader company culture, also known as cultural fit.

Here are some of our favorite questions that reflect our approach—feel free to draw inspiration from them!

Happy recruiting!