A) Finding reasons to reject candidates.
B) Completing the interview checklist.
C) Impressing the candidate with company culture.
D) Understanding the candidate beyond their resume.

A) Leading questions.
B) Open-ended questions.
C) Multiple-choice questions.
D) Yes/No questions.

A) Thinking about lunch.
B) Avoiding eye contact to not intimidate the candidate.
C) Paying attention and providing feedback.
D) Formulating your next question.

A) To find personal information for conversation starters.
B) To tailor questions and avoid redundant queries.
C) Because the HR department requires it.
D) To identify potential weaknesses to exploit.

A) The candidate's salary expectations.
B) How the candidate acted in past situations.
C) The candidate's technical skills.
D) The candidate's personality traits.

A) Are you a team player?
B) Where do you see yourself in five years?
C) Tell me about a time you failed and what you learned.
D) What are your strengths?

A) Point out the awkwardness to the candidate.
B) Immediately jump in with another question.
C) Allow the candidate time to think, then rephrase if needed.
D) End the interview early.

A) To determine the candidate's educational background.
B) To test the candidate's knowledge of industry jargon.
C) To gauge the candidate's interest in the company.
D) To assess problem-solving skills.

A) To make the interview process more efficient.
B) To ensure fair and objective evaluation.
C) To confirm your initial impressions of the candidate.
D) Because company policy requires it.

A) Share your opinions with colleagues before documenting.
B) Send the candidate an immediate offer.
C) Immediately forget about the candidate.
D) Document your impressions and feedback.

A) What are your salary expectations?
B) Can you work overtime?
C) What is your marital status?
D) Are you willing to relocate?

A) Strengths, Talents, Achievements, Recognition
B) Skills, Training, Attitude, Review
C) Situation, Task, Action, Result
D) Strategy, Tactics, Analysis, Reporting

A) Find common ground and be approachable.
B) Immediately challenge their qualifications.
C) Maintain a formal and distant demeanor.
D) Dominate the conversation.

A) Reduces the amount of time spent on each candidate.
B) Ensures consistency and fairness across candidates.
C) Guarantees you'll find the perfect candidate.
D) Allows for spontaneous and unpredictable questions.

A) To ensure the candidate accepts the offer.
B) To exaggerate the positives of the job.
C) To set realistic expectations and reduce turnover.
D) To hide any potential challenges.

A) They can influence the candidate's response.
B) They are considered unprofessional.
C) They are too difficult for candidates to understand.
D) They take up too much time during the interview.

A) To appear more professional.
B) To intimidate the candidate.
C) To accurately recall the candidate's responses.
D) Because your manager told you to.

A) Ignore it and move on to the next question.
B) Join in and share your own negative experiences.
C) Encourage them to elaborate further.
D) Consider it a red flag regarding professionalism.

A) Tell them to find the information online.
B) Exaggerate the benefits to attract the candidate.
C) Avoid answering the question directly.
D) Provide accurate and transparent information.

A) Speed up the interview to get it over with.
B) Assume they are not qualified.
C) Point out their nervousness to help them relax.
D) Offer reassurance and create a comfortable environment.

A) To make the interview more challenging.
B) To determine the candidate's personality type.
C) To test the candidate's knowledge of company history.
D) To evaluate the candidate's practical abilities.

A) Making negative assumptions about their skills.
B) Constantly checking your phone during the interview.
C) Being punctual and starting on time.
D) Interrupting them frequently.

A) To blame someone else if you hire the wrong person.
B) To confirm your own initial impressions.
C) To avoid making your own decisions.
D) To get a more well-rounded perspective.

A) To end the interview quickly.
B) Because it's a polite thing to do, but not essential.
C) To allow them to clarify any uncertainties and show interest.
D) To test their knowledge of the company.

A) Alignment with the company's values and work environment.
B) The candidate's ability to speak the company's language.
C) The candidate's nationality or ethnicity.
D) The candidate's fashion sense.

A) By observing how clearly and concisely they express themselves.
B) By testing their knowledge of grammar rules.
C) By asking them to recite a memorized speech.
D) By judging their accent.

A) Move on to the next question without addressing it.
B) Ask for clarification or specific examples.
C) Correct their answer for them.
D) Assume they are hiding something.

A) To justify your hiring decision.
B) To avoid legal repercussions.
C) To make yourself feel better about rejecting them.
D) To help them improve their interviewing skills.

A) Reject them immediately due to the risk of boredom.
B) Assume they are lying about their qualifications.
C) Offer them a lower salary to match the job requirements.
D) Explore their motivations for applying and potential for future growth.

A) The names of other candidates being interviewed.
B) Next steps and expected timeline.
C) Your personal opinion of their performance.
D) The exact salary being offered.