In this article, our supply chain job recruiters at Fed Supply present 13 questions to ask candidates in interviews. (+ 4 bonus questions related to our favourite sector). While this article is primarily aimed at recruiters, a smart candidate might sneak in and get some inspiration, but shhh... We didn't say anything. 😊

Questions to learn more about the candidate

When interviewing a candidate, start by asking a few questions to learn more about them and make them feel at ease. These questions will help you get a sense of the candidate and understand their reasons for applying.

1. Can you tell us about yourself        

“Can you tell us about yourself” is a classic recruitment question. It gives candidates a chance to present themselves, and it also has advantages for recruiters.

It gives you the opportunity to assess the candidate’s ability to synthesize their thoughts, which is always an asset. It also gives you an insight into their personality.

(Pssst... Are you an undercover candidate? If we can offer you any advice, quietly value your skills during your description by explaining what you were able to learn from your various experiences).

2. What do you know about our company?

This is another classic interview question that will help you assess how much the candidate wants to work for your company.

A candidate who is truly interested in the job will do research beforehand. They will take the time to find out about your company values, the products and/or services you offer, etc. If the candidate doesn’t know how to answer this question properly, they may not be motivated enough.

3. Why should we hire you?

This question helps you gauge whether the candidate can see themselves in the position. A candidate who thinks they can successfully manage the role will not hesitate to explain their accomplishments and what they can bring to the company.

Candidates who can visualize themselves in the position are more likely to be mentally prepared to take it on. Moreover, it would help you to see if they understood the missions that were expected of them and if they really projected themselves into a future with the company, or if you are just another company for them.

Questions about a candidate's strengths and weaknesses

These are the questions that put off candidates the most, because talking about your flaws and qualities in an interview requires a lot of self-analysis and can be embarrassing. Not everyone likes to talk about themselves: so be lenient in your thinking and take into account that some candidates may feel shy.

4. What are your best and worst qualities?

The worst question of all! But it is important that you ask it. This way you will know if the candidate has an enlightened view of themselves, not only by how they articulate them, but also by what they get out of them.

Also, this question allows you to know if the candidate will try to avoid their weaknesses during the interview, especially by mentioning surface flaws that do not indicate any sincerity or analysis. Again, don't be too harsh, it's complicated for a candidate to answer, and their sincerity is a mark of trust that should be respected, which you can do by thanking them, for example.

5. How do you handle stress?

Depending on the position you are offering, it is important to ensure that the person can handle pressure. Asking a targeted question about how to handle stress implies that it is normal to be stressed, and therefore focuses more on the methods the person uses to deal with it or not. You can learn more about the candidate's strengths and shortcomings based on their answer.

6. Have you ever had to deal with a disagreement at work and how did you handle it?

Not everyone can get along, that's a fact. Misunderstandings can occur at work and sometimes even disrupt the atmosphere within a team. Asking about such events in the candidate's past will shed light on their ability or lack thereof to handle conflict.

Questions to ask the candidate in an interview to assess their skills

Next, you’ll want to find out more about the skills and expertise the candidate has developed over the years. This is particularly important for employers in the supply chain industry, because your employees often need specific technical skills.

7. How would you describe your current position?

By asking the candidate to describe their most recent job, you’ll be able to get a better sense of the responsibilities they’ve been given and the tasks they’re capable of performing. You can then decide whether their professional experience is enough to meet the requirements of the position.

8. What is the biggest challenge you've faced in your career?

What’s important about this question is not the challenge in and of itself, but rather the steps the candidate took to solve it. This will give you an insight into their problem-solving skills and indicate whether they’re able to step out of their comfort zone.

9. What professional accomplishment are you most proud of?

You can also ask the candidate what they consider to be their greatest professional accomplishment. Their answer will give you a better sense of how they view professional success and what talents and skills they consider most important. This will help you determine whether they have what it takes to do the job.

10. Describe a scenario and ask the candidate how they would handle it

Every business has different needs. A candidate may have the skills you are looking for in an employee, but how they apply them is equally important.

Don’t hesitate to prepare a scenario with a real problem someone in the position could face in order to find out how the candidate would use their skills in that situation.

Questions about intentions, expectations and integration

Finally, you can ask the candidate questions to find out more about their intentions, expectations and goals. This is essential for an effective recruitment process.

11. Why did you leave your last job?

There are many possible reasons for leaving a job. Often, candidates realize that there isn’t enough room for growth in their current work environment. Others may need to leave due to economic reasons beyond their control.

If you notice any gaps or irregularities in the candidate’s work history, ask for an explanation in a calm and understanding way.

12. What are your expectations if you get the job?

It’s important to find out what the candidate’s professional goals are and what they expect from the job. If the position in question doesn’t have many advancement opportunities but the candidate is looking to move up the ladder in the next 5 to 10 years, the job may not be the right fit.

13. Do you have questions for us?

Always leave a few minutes at the end of the interview for the candidate to ask questions. If they’re truly interested in the position, they’ll probably ask about salary, day-to-day life at the office and the next steps in the hiring process. Make sure you’re well-prepared to answer the questions candidates commonly ask at this stage.

Bonus: logistics job interview questions

Because we are first and foremost a recruitment firm specialized in logistics and transportation jobs, Fed Supply has compiled 4 questions to post during a job interview for a logistics position.

14. How would you go about earning the respect of your team?

For a leadership position, such as a logistics manager, you need to be able to test the candidate's leadership skills, which is how they earn the respect of their peers. Indeed, they must be able to manage workers and optimize their work time and put them at ease to ensure their performance. This position of responsibility therefore requires the ability to lead through respect to be ensured.

15. How do you behave in front of an angry customer?

Applying for a job in customer service inevitably involves confronting them. This question allows you to test diplomacy and communication skills to ensure that it will not damage the company's image. Conflict management is always tricky to handle, even more so in practice than in theory.

16. How do you go about negotiating costs?

This question is more for the candidate being recruited for the procurement sector. If you are looking to recruit a buyer, you may want to ask them directly about the methods they have already used to perfect their negotiation.

17. Do you place importance on supply chain forecasting? If so, why and how?

This technical question will tell you about the candidate's proactivity and ability to anticipate potential gaps in the supply chain. You can check if the candidate has an analytical mind by asking their opinion on what is important to them or not.

Looking for the perfect candidate? Contact Fed Supply

We hope you have found what you are looking for in these good questions to ask in an interview as an interviewer. As a recruiter, it’s important to be well-equipped to identify the best candidates for the positions you’re looking to fill, but it can be difficult to manage when you receive dozens of applications a day.

Are you looking to hire qualified supply chain, procurement, sales, logistics, or import-export personnel? The specialized consultants at Fed Supply can help you find the candidates that best suit your needs.

97% of our clients are satisfied with the candidates we find, so leave the search to us and join them!