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

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

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

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

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

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

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

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

A) Send the candidate an immediate offer.
B) Immediately forget about the candidate.
C) Share your opinions with colleagues before documenting.
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) Skills, Training, Attitude, Review
B) Situation, Task, Action, Result
C) Strengths, Talents, Achievements, Recognition
D) Strategy, Tactics, Analysis, Reporting

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

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

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

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

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

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) Exaggerate the benefits to attract the candidate.
B) Avoid answering the question directly.
C) Tell them to find the information online.
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 evaluate the candidate's practical abilities.
B) To make the interview more challenging.
C) To test the candidate's knowledge of company history.
D) To determine the candidate's personality type.

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

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

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

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

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

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

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

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

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