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

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

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

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

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) Tell me about a time you failed and what you learned.
B) Where do you see yourself in five years?
C) Are you a team player?
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 test the candidate's knowledge of industry jargon.
B) To determine the candidate's educational background.
C) To gauge the candidate's interest in the company.
D) To assess problem-solving skills.

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

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

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

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

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

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

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

A) Provide accurate and transparent information.
B) Exaggerate the benefits to attract the candidate.
C) Tell them to find the information online.
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) Assume they are not qualified.
D) Point out their nervousness to help them relax.

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

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

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

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

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

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

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

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

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