The interview is the first interaction that the candidates have with the managers and the organizational culture of the company. In addition to the fact that the interview is an opportunity to ask questions about the activity and get to know future colleagues, this is also the time when certain skills or experiences are subject to evaluation.
Thus, in addition to the things that the recruiter looks for, we present to you what the manager is following in the discussions with the candidates. We invited some of our managers to tell you what they would like to see in candidates, regardless of their experience and the role for which they applied:
The main aspects that I follow in an interview are: the match of the candidate in terms of skills and experience with the needs of the proposed position, as well as his ability to integrate into a new environment and to adapt to the new reality - to take on tasks and do online training. The third very important aspect for me is the desire to learn and to grow.
Cristina Cuna, Business Support Controller Team Manager
During an interview, I seek to find in the candidate first of all a strong desire and motivation for the proposed position and to join our team. Another very important aspect for me is the level of initiative demonstrated by examples from previous roles. Last but not least, I look for the ability to work in a team and to collaborate cossfunctionally, which is essential to achieve performance in the multicultural and complex context we live in.
Dan Jianu, Logistics Team Manager
There are many important aspects in an interview, but it is clear that the first impression matters. It is quite difficult to make a top 3 of the things I want to see in a candidate, but I would mention honesty, the desire to learn and self-confidence. It is very important to know yourself and to know how to present your qualities and experience. Also, I don't consider it a vulnerability that you don't know something, but you want to learn and evolve.
Oana Bicheru, Sales Administration Manager
I think, in a recruitment process, the following three elements are very important:
- a CV that is created with great care and attention to the content, design and emphasis on the experience and skills that are necessary for the role; the CV is the business card, the entrance gate, the distinctive sign with which we enter the race to obtain the desired position;
- a documented candidate, who knows everything there is to know about the company, values, mission, history and the role for which he applied;
- structured answers (STAR method).
When I have a candidate in front of me, I analyze the specific competencies that are relevant for each position. But, throughout the discussion, I also look for curiosity, the interest to look for and understand what is behind some figures or behind a procedure; I also want to find agility, the ability to adapt and find solutions whenever the environment changes or things do not go as planned. Last but not least, I am looking for potential, because we want to continue to build a talent pool, prepared for whatever the future brings - in our department and elsewhere.
Gabriel Mateas, Accounting Review ManagerRegardless of the line of business in which he or she operates, it is important for a manager to assess, in addition to practical experience, other aspects: the ability to adapt to a constantly evolving context, the desire to evolve, because we actively care about the development of our colleagues, and a clear motivation to make a career change.
