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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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.