The short answer
Ask about a specific work situation, the candidate’s own contribution and the decision they made. Follow up on the result or a missing detail. A written answer provides information for qualification; it does not prove competence or personality. Compare candidates against the same essential role criteria and verify important statements in the personal follow-up.
Bring your role, region and essential criteria. In 30 minutes, we explore how to reach technical people who are not actively looking and which approach could fit your vacancy.
Start with a decision at work
A project manager makes different decisions from a work planner or service manager. Establish the actual tasks first. Then choose a situation that reveals those tasks: a changed schedule, a technical trade-off or a difficult customer request.
Do not ask about everything at once. One specific question is easier to answer on a phone. Explain that the candidate is speaking with an AI recruiter and how the answers will be used.
A question bank for technical management roles
- Planning: Describe a project where the schedule changed. What did you adjust and who did you consult?
- Technical judgement: Which two solutions did you compare for a recent problem? Why did you choose the final approach?
- Leadership: Give an example of feedback to a colleague. What did you do and how did you follow up?
- Customer commitments: How did you discuss a gap between a customer’s expectations and the technical possibilities?
- Personal contribution: Which part did you complete independently and which part belonged to a colleague?
Follow up on missing information
An answer such as “I kept everyone informed” leaves the decision unclear. A useful follow-up is: “What information did the team need to adjust the schedule?” After “we resolved the fault”, ask: “Which step did you carry out yourself?”
A hypothetical situation explores what someone would do. An example from previous work describes what they say they did. Keep those types of information separate.
Turn an answer into information you can check
Fictional example: a work planner explains how a delayed delivery affected installation work. The answer identifies the problem; a follow-up establishes who decided the alternative sequence. The personal interview can then explore that decision and its result.
Record the relevant answer for each criterion and what remains unknown. Mentioning a certificate is not the same as verifying it. A short or unclear answer is not a diagnosis of motivation or suitability.
Adapt the questions to your vacancy
Keep the initial questions and assessment criteria comparable across candidates. Use follow-ups to clarify individual answers. Review the results with someone who understands the occupation and the work in your organisation.
Red Rocket connects campaigns, WhatsApp qualification and candidate profiles in Cockpit. The employer handles the personal follow-up. Discuss questions for your technical vacancy.
Further reading: UWV on skills-based matching. Source checked on 30 October 2026.
Frequently asked questions
Should every candidate receive exactly the same chat?
Use the same core criteria and comparable initial questions. Follow-ups can differ to clarify an answer. Record relevant differences.
What should you do with a vague answer?
Ask about a specific situation or the candidate’s own contribution. If information remains missing, record it and decide how to check it. Do not supply the answer yourself.
Does a good answer prove someone is suitable?
No. It provides information for qualification. Technical discussion, any necessary document checks and a personal interview remain separate steps.
