The Phone Interview
Often used during the pre-selection stage, the phone interview aims to:
- Check your motivation
- Clarify certain details from your CV
- Confirm practical aspects (availability, mobility, salary expectations, etc.)
This conversation is usually short and to the point, allowing the recruiter to make an initial selection of candidates.
The Face-to-Face Interview with a Recruiter
This first individual interview is usually conducted by a recruitment officer (either internal or external to the company).
Objectives:
- Assess your overall fit for the position
- Understand your motivations, background, and expectations
- Evaluate your professional attitude
This type of interview may be complemented by various tests (personality, motivation, psychometric, language, or writing tests), depending on the job requirements.
The Interview with Your Future Manager
This is often the final — and most decisive — stage of the recruitment process. It’s led by the person who would be your direct supervisor.
Objectives:
- Assess your ability to integrate into the team and the role
- Go deeper into technical and operational aspects
- Clarify mutual expectations: specific tasks, pace, constraints
It’s also your chance to ask questions about the position, work environment, goals, and company culture.
The Group Interview
This format is increasingly used, especially for positions requiring strong interpersonal skills, teamwork, or adaptability.
It may take the form of:
- A group workshop with exercises or role-playing
- A professional simulation
- An assessment center, which can last a full day or longer
Note: even informal moments (breaks, meals, casual conversations) are part of the evaluation. Maintain a professional attitude throughout the entire session.
