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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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