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

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

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

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

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

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

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

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

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

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

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

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

A) Reduces the amount of time spent on each candidate.
B) Ensures consistency and fairness across candidates.
C) Allows for spontaneous and unpredictable questions.
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 hide any potential challenges.
D) To ensure the candidate accepts the offer.

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 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) Encourage them to elaborate further.
C) Consider it a red flag regarding professionalism.
D) Ignore it and move on to the next question.

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) Assume they are not qualified.
C) Offer reassurance and create a comfortable environment.
D) Point out their nervousness to help them relax.

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

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

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

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

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

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

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

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