What to ask in a job interview for service companies

The questions are the fundamental axis of every job interview, so preparing to know what questions to ask is key. Human Resources personnel, in this type of process, aim to ensure that their choice will not be a mistake and for this reason it is important, through questions, to know the candidate's abilities, personality and values.

Normally, in all interviews, similar types of questions are asked that serve to deepen the characteristics of the future employee. These, we can divide them into questions of type overarching And of demeanour. Nowadays, thanks to the rise of business digitalization, the field of technology.

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General Questions

The general questions focus on knowing the employee interests, both with the potential job and with the company and the sector in general. They will help you to know your long-term objectives, as well as to discern if you are a motivated person who wants to add value to your company.

Why do you work in the service sector?

This is one of the most common questions when starting an interview, it helps to know the Concerns of the candidate, their desire to work and to continue growing both professionally and personally. It may be that their beginnings were not vocational, but look at their current motivation and their professional goals within the sector.

Why do you want to work in our company?

You should know if the candidate's professional goals are aligned with values and objectives of your company, for this reason, knowing the answer to this question, is key. The response should be ambitious and demonstrate interest in the company. Also, it will be important to discover if the worker knows the company or not and how they want to contribute to improving it.

What is your experience in the service sector?

Surely if we are doing a job interview we have the interviewee's Curriculum Vitae, we know what they have done before, for how long and in which companies, but all this is not enough. The purpose of this type of question is to let you know, in detail, what the person did in their previous jobs, what knowledge Do you have about it and what tools used to carry it out, it will help you to know if it fits the position offered to you.

How would your references describe you?

It is important to know what the candidate's past experiences have been like, in this way, we can get an idea of How does it work and relates to his classmates. If we see that he hasn't worked for a while, you can ask him about the reasons for this “break”.

What are your professional challenges?

If with the above questions you have not been able to know the long term objectives of the employee, this is the time. Ask him about what he wants to do in the future and how he can do it in your company, so you'll see if his values and objectives match those of the company, or not.

Behavioral Questions

These types of questions are good for Evaluate personality And the resolving capacity of the candidate. They will help you to have an idea of how you will react in different situations and to know how you apply your knowledge. You will find out if it is suitable for Work pace of your company, the organization and the relationship with the team.

How do you avoid mistakes in your work?

The candidate's skills with their work will give you the keys to knowing if their experience in the sector is it wide or not. You can put him in specific situations or let him explain it himself, but with this question it should be clear to you if he is a person resolutive or not and if you know the main problems that may occur in the type of work you are applying for.

Have you ever given training in the companies where you have worked?

It is important that you know the level of knowledge of the employee, if he is a well-trained person, he has surely been the mentor of other members in their former jobs. This will help you learn how to get the most out of potential in your company.

How would you deal with an unsatisfied customer?

If the candidate will have contact with customers, it is essential that you know how he works with them, after all, they are the fundamental part of the business and that he is a person who It generates trust and kindness will be the key to keeping your company growing. In these cases, you can present him with a fictitious situation to put it to the test, it will be the easiest way to know if he has experience dealing with clients and if he knows Communicate with them.

What was your most difficult job and what did you learn from it?

It is a very interesting question to know the level of undertaking with the company and the profession. In addition, you will learn about their personal motivations and some details of his way of working that will help you get an idea of how he works and with what objectives. With these types of questions, we also look at your level of knowledge, in order to know What kind of tasks you can assign him.

What safety precautions do you take while doing your job?

Training in occupational hazards It is essential and must be done when entering the company, but a course does not ensure that the worker takes the correct safety measures, sometimes this happens due to lack of desire or laziness. You must make sure that it is a person. responsible both with their health and with that of the other members of the team, since otherwise, it could cause serious problems for the company.

Technical Knowledge Questions

With technical knowledge questions, you must ensure that the future employee is qualified for the position being offered. You can organize these Questions by levels, from the simplest to the most complex. You can also divide them by field, if the candidate will be dedicated to climate installations but may sometimes work with electrical installation equipment, although questions about the climate will surely abound, ask questions from both areas.

What does a specific concept mean depending on the company's sector?

These types of questions test the candidate, but you must focus on them well to be useful. For example, if you know that his position in the company will be related to the installation and maintenance of air conditioners, ask him some details about their mechanism or the repair of a part.

Simulate a work scene

Simulation is key in any job interview, it is very useful to get to know the candidate outside of their answers, they have had time to prepare them, but only you know the situation you present to them. With the simulation, you will verify that everything he has explained to you about his knowledge and abilities is true, and it will give you a much clearer idea of what that person is like in their workplace.

Questions about technology

The rise of scanning in all economic sectors it is obvious, so, in addition to the standard questions that every job interview must have, it is important that you discover what the candidate knows about technology in the sector and how they could contribute profits in this sense to your company.

How do you see the use of technology in the service sector?

Have a general picture of how the candidate perceives the scanning of the service sector is basic. La digital transition It is the future of every company and, if the future employee does not agree with it or is reluctant to participate in it, it may not be the type of employee you are looking for, since their tenure in the company may be affected by it.

What tools have you used to explain problems and solutions to a customer?

Knowing the skills, knowledge and education that the candidate has in relation to technology is essential. For this purpose, you have the Curriculum Vitae, but if you want to go deeper, ask specific situations in which he exposes the Use of technology what he did in his previous jobs, how he values these types of tools and if he used them properly.

Currently, there are all kinds of applications, if your company has, for example, a CRM software, ask him about these. You should focus on what your company does or what it plans to do, in order to know if the candidate fits the company's mission.

What is your experience with using technology in your work?

It is essential to know if the candidate will start from scratch using digital tools for your job or you already have previous experience. It doesn't have to be something negative that he hasn't done it, in this case you should try to know his predisposition to do so. If he has experience, ask him how he values this type of tool and how it benefited him on a daily basis in the company.

Questions about salary

Questions related to salary often result uncomfortable for the interviewee, usually because it is difficult to know if the answer is appropriate or not and if it will affect the interviewer's decision. Although the question is really focused on finding similarities between what the candidate expects and what the company offers. Also, know the candidate's expectations and the value they place on their work.

What are your salary expectations?

This question is usually asked so that the candidate gives a specific figure, although the technique can also be reversed: tell him the figure and ask him to evaluate it. Generally, the key in these types of questions is to find the conformity of the interviewee with the salary offered to him, for this, you must observe his reaction and listen whatever I have to say. Above all, before the interview you should decide if you will be yielding or there is no option to negotiate.

Have you ever worked in a company that uses performance-based compensation?

Performance compensation is based on defining the salary in relation to the work done, its objective is reward productivity of employees. If you want to apply this type of variable to the employee's salary, let him know how he values it. If your company works like this, it is essential that it be something motivating and beneficial for the candidate.

What do you expect in terms of bonus?

El Productivity bonus it's a bonus, but there are many others. Knowing how they worked in the company where the candidate worked will give you clues about their current expectations. El wage It is usually one of the Fundamental legs so that the staff is satisfied with their work, so if something seems wrong or they react unexpectedly, you should assess if their profile matches that of your company.

For bonuses, it may be fruitful to consult with the candidate what type of bonuses you would like to have, in order to know what your employment and salary expectations are and to assess whether it is possible to offer you these conditions.

To find out where to find employees for your service company, click here.