Top 5 general interview questions to ask during on-demand interviews

What is an on-demand interview?

It's a kind of interview where a job candidate records a video answering given questions. Then a recruiter watches the video at a convenient time. Both sides don't depend on each other's schedule, that's why this type of interview is also called asynchronous video interview, virtual interview, or self-paced video interview.

What is an on-demand interview for?

There is a stage of the hiring process when a recruiter has to scan a high volume of applications and briefly decide who he wants to examine closer. At this stage, it’s crucial to assess a candidate's communication skills, sincerity, thoughtfulness, and attentiveness. CVs and motivation letters are too formal for this. Moreover, we get from the body language about 80 percent of this kind of information. So a video interview is more suitable for this stage.

However, when it comes to a large number of job applicants, scheduling even a brief interview becomes a problem. Also, it’s hard to control how long every interview will actually take. Asynchronous video interviews help to solve this, simplifying and accelerating this stage of recruiting.

It’s enough to have up to five most common interview questions. On-demand interviews are best for the scanning stage of the recruitment process. It means that you don’t need to prepare a lot of questions. They should neither be deep. They should be easy enough for candidates to answer quickly and for you, in turn, to rapidly look through them. 

The important thing is how to assess candidates. Basic interview questions allow understanding of basic skills and qualifications:

• How well can they represent themselves both visually and verbally?
• Are they good at communication? Can they articulate their strengths?
• Do they understand simple instructions and follow them?

At this stage, there is no need for strict assessments, you just need to weed out those who are definitely not fit.

What questions to ask during an interview?

These 5 screening interview questions to prepare for your on-demand interview will help to quickly evaluate candidates.

1. Tell us about yourself

Yes, it’s that simple. It is one of the most popular questions that allows you to hand an initiative to candidates and give them an opportunity to make a so-called “elevator pitch” — a brief and concentrated presentation.

Estimate their ability to represent themselves, answering such a common question. The best candidates communicate fluently and clearly. It’s normal if they are a little bit nervous, but they still should be able to give a confident and concise answer that links their skills and experience to the job. An answer that is neither too detailed nor too abstract is a positive sign. This interview question gives you an opportunity to check the relevance of their CVs or other previously shared information.

Red flag:

Complete confusion and inability to concentrate on relevant experience.

2. Why do you want to work in our company?

Look for genuine interest and knowledge of the company. The best candidates research the company before the interview and highlight specific aspects that appeal to them. Do they understand the company's values and know recent projects? They should also have a picture of their future role in the company and show some enthusiasm for it.

Red flag:

Generic answers without mentioning any specifics about the company.

3. Tell us about the most remarkable project you participated in. What was your role?

Answering this question, candidates show their experience and problem-solving skills. They should also explain the challenges they faced and how they overcame them. The project should be relevant to the applied position and highlight their contributions. Did they showcase the skills mentioned in the job description?

Red Flag

Discussing a project unrelated to the job or focusing solely on personal achievements without mentioning teamwork.

4. Why did you quit your previous job, or why do you want to quit it?

This question helps to assess the candidate's motivations and professionalism. They should refer to the previous employer with respect and analyze problems from different perspectives without bias. Best candidates focus on the positive reasons for leaving, such as seeking new challenges, opportunities for growth, or a better fit.

Red Flag

Blaming past employers or focusing on negative aspects of the previous role only.

5. How do you see the ideal work environment?

Candidates’ answers can provide insights into their expectations, values, and compatibility with the company culture. How well will they integrate into the existing team? Will they be satisfied, motivated, and engaged? It’s a good sign if a person knows his needs well and can articulate them. 

Red Flag:

Unrealistic expectations or mentioning a work style that might clash with your company culture.