Get the talent on board!


3 Basic interview questions (strengths, motivation, fit)

Questions that you have asked or have been asked in every interview can be derived from these 3 main questions (on strengths, motivation, fit/culture).

1. Can you do the job? (strengths)

2. Will you love the job? (motivation)

3. Can we work with you? (fit)

These three basic questions remain unchanged over time and across generations. Only the thinking behind them and the corresponding weighting by the different generations/cultures etc. changes.


  • Can you do the job?
  • Do you have the skills, knowledge and talent that the company needs in the short and long term?


  • Will you love the job?
  • How meaningful, rewarding, satisfying and lucrative will the functions/tasks, the team and the organisation be for you?


  • Can we work with you?
  • Will the organisation become better over time with you as a part of it? Will you contribute to our improvement?
  • For support with this third “fit” question use the “B.R.A.V.E” match. (Behave, Relate, Attitude, Values, Environment)
    • Behave
      How people act, make decisions, direct business etc.
    • Relate
      How people communicate with each other (method, manner, frequency), participate in intellectual debates, tackle and solve conflict etc.
    • Attitude
      How people are within the organisation, how they think and feel about the goals, mission and vision, and how they identify with the team, department and organisation.
    • Value
      The person’s underlying convictions/values, risk-taking, approach to learning, timescales etc.
    • Environment
      How people adjust/adapt to their work environment, formally and informally, preferred workplace design etc.

Our experience

Skills/potential/talents are a “must” and can be largely evaluated at the “pre-screening” stage. If the candidate does not fulfil your requirements in this regard and the acquisition of the required skills is not in sight, then the candidate’s application should not progress further.

If the candidate does not like the functions/tasks, team, organisation or vice versa – do not waste your time on trying to persuade them; it usually leads to short-term employment that is unsustainable!

The fit is often the most difficult thing to assess. Review the things that they “do” and what they “say”. Look for evidence. Check what is said and the ways of thinking by way of case studies.

Do you want more advice in relation to interview procedures/techniques?


PLAY Karin Tissier-Brandt

executive search- & sparring partner
Karin Tissier-Brandt