Facing a job interview is one of the most delicate moments in the selection process. It’s the moment in which everyone gets the chance to share their story, highlight skills and experiences, and express their personality and way of working
It’s natural to wonder how to prepare, what to expect, and what the most common questions are. The answer always depends on the role and the company, but what really makes a difference is the clarity of the process and the possibility of going through a respectful, inclusive, and transparent experience.
At De Nora, we believe the recruitment process should above all be a journey of mutual discovery. That’s why we have designed a structured process, while remaining open to dialogue, aimed at recognising people’s potential and ensuring a positive candidate experience at every step of the process.
The process is structured in four different stages, each with a specific goal: getting to know each other, understanding technical and soft skills, exploring motivations and expectations, and assessing alignment with the Group’s values. Our recruitment process is designed to understand your potential and your suitability for the role through a clear and transparent approach at every stage
In this article you’ll discover how the recruitment process is structured at De Nora, some common questions and how to prepare in the best possible way.
1. Technical interview: how to prepare and what to expect
The recruitment process usually begins with an initial introductory conversation, which may take place through:
- a preliminary discussion with the De Nora HR team, or
- an initial conversation with a headhunter collaborating with us for specific positions.
This initial stage is designed as a quick and informal alignment, aimed at understanding the candidate’s professional background, motivations, and expectations, while also providing a first overview of the role and the business context.
If the initial conversation is positive, the process continues with one or more in-depth technical interviews with the line manager and, when relevant, with other stakeholders.
At this stage, the discussion goes deeper into the role, its responsibilities, and the challenges of the context, exploring technical skills, working style, and approaches to leadership and collaboration. These meetings are designed as an open space for dialogue, where both parties can clarify expectations and assess alignment.
How can you prepare for an interview in the best way possible?
The first step is carefully analysing the job description. It outlines the skills, knowledge and areas of experience that are likely to be explored during the interview, such as technologies, methodologies, processes, and application contexts. Depending on the position and level of seniority, the discussion may focus on more operational aspects or on topics related to approach, ways of working, and the ability to tackle complex problems.
The technical interview is not intended to be a knowledge-based test, but rather an opportunity to understand how a person approaches real situations, makes decisions, and applies their skills in a professional context.
Are there common questions in a technical job interview? There is no standard list that applies to every position, but some questions tend to come up frequently. Here are some examples:
- What tools or technologies do you use most often?
- How would you approach this problem?
- Can you describe a complex technical project you worked on and explain what your specific contribution was?
- Tell me about a technical mistake you made and how you solved it.
- How do you ensure the quality of your work during the development, analysis, or implementation phases?
Preparing means reflecting on concrete experiences, practical examples, and real situations to share. This helps candidates approach the interview with greater confidence and makes the discussion more effective and authentic. The goal is not to prove that you ‘know everything,’ but to describe your way of working, learning, and tackling professional challenges.
2. Personality test: what is it for?
Personality tests are becoming increasingly common in the recruitment process because they help to understand how someone interacts with others, makes decisions and faces complex or stressful situations.
These tests are administered after the first technical interview. Their purpose is not to judge personality or to ‘label’ people, but rather to serve as a tool for gaining deeper insight. They help both the candidate and our HR team gain a broader understanding of your working style, strengths, and preferences, promoting self-awareness and encouraging a more informed and transparent discussion.
It is important to remember that there are no right or wrong answers in personality tests: their purpose is to build a behavioural profile that is as realistic as possible, in order to understand how candidates tend to act in real workplace contexts, in relation to specific roles, teams, and organisational environments.
So, how should you approach a personality test? Here’s some useful tips:
- Be honest: forcing a false profile risks giving inconsistent answers that are easy to detect during a job interview. Think about the questions but don’t think too long about the answers.
- Be consistent in your answers: some questions might seem repetitive, but they are meant to assess the consistency of your profile, not to make things difficult for you.
- Don’t think about what the company “wants”: focus on who you really are, not on how you think you should appear.
- Think about real examples: reflecting in advance about a real situation helps you answer more honestly.
- There are no universally ideal profiles: results are always interpreted according to the role, the context, and the team. The purpose is to understand how your style can integrate and create value, not to exclude people who are simply “different. At De Nora, diversity in approach and personality is considered an asset.
Completing a personality test with this mindset allows candidates to approach the following stages of the recruitment process with an authentic, consistent, and credible professional profile, contributing to a selection experience based on respect, dialogue, and transparency.
3. Motivational interview with HR: common questions
Another crucial step in our recruitment journey is the motivational interview, during which the reasons behind your application, your expectations regarding the role and the Group, and, when relevant, the results of the personality assessments are discussed and shared transparently. This is a valuable moment for candidates: a space dedicated to dialogue, where they can ask questions and clarify any doubts about the position, the organisational context, and growth opportunities at De Nora.
Unlike technical interviews, the focus here shifts to values, attitudes, motivations, and personal goals. Preparing for this type of interview means reflecting on your journey, your most significant experiences, the reasons behind your professional choices, and the alignment between what you are looking for and the role you are applying for.
What are the most common questions in a motivational interview? There is no fixed list of questions, but some topics come up more frequently. Here are some examples.
- What made you apply for this position?
- Which aspects of our company align most closely with your values?
- What motivates you most in your daily work?
- Tell me about a challenge you overcame and one that did not turn out as you had hoped. What did they teach you?
- What kind of work environment do you prefer?
- How do you react to critical feedback?
- What do you expect from your future manager and the team you will work with.
After these phases, if necessary, there might be a final interview to clarify any remaining details and to ensure full alignment on mutual expectations.
The definition of the compensation package is based on a structured role evaluation, in line with responsibilities, scope, and level of seniority, and refers to market benchmarks developed by leading independent and specialised consulting firms, ensuring fairness, transparency, and overall consistency.
One last tip: the recruitment process is an important moment for us, but also for you. It’s an opportunity to discuss and assess alignment on values, expectations, and objectives, and to understand whether the conditions are right to build a solid and effective collaboration for both parties.
