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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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) Being punctual and starting on time.
D) Constantly checking your phone during the interview.

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

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

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

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

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

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

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

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