| |
Are
you a top-performing interviewer? Test your
Interviewing
IQ.
Find out what you know about interviewing winners by taking the Interviewing IQ test NOW! It's FREE.
|
| |
|
|
|
| |
|
|
|
| |
Your
Name: |
|
|
| |
Company: |
|
|
| |
Phone: |
|
(Optional) |
| |
E-mail
- PLEASE NOTE that
a valid email address is required in order to provide you
with the results. |
|
|
| |
|
|
|
| |
DIRECTIONS:
Read
each of the following questions and indicate your answer.
Do not leave any items blank. |
| |
|
|
|
| 1.
The best time to market and sell candidates on your
organization is at the start of the interview.
|
| |
|
|
|
| 2.
The cost of employee turnover is not significant for most
organizations.
|
| |
|
|
|
| 3.
Past behavior is the best predictor of future behavior in
similar situations.
|
| |
|
|
|
| 4.
If a candidate cannot think of an answer to a behavior
situation question, it is best to reassure them by giving
them additional time to think, encourage them and then be
silent.
|
| |
|
|
|
| 5.
It is not appropriate to make a candidate feel comfortable
and relaxed or seek to build rapport with them early in the
interview.
|
| |
|
|
|
| 6.
It is critical to first identify the requirements for successful
performance of a job before conducting any candidate interviews
for this position.
|
| |
|
|
|
| 7.
The most important consideration for any job is that
the candidate has a high level of job-specific knowledge,
skills, and experience.
|
| |
|
|
|
| 8.
It is appropriate to take notes while conducting
an interview.
|
| |
|
|
|
| 9.
Most behavior situation question should not require
asking follow-up probing type questions.
|
| |
|
|
|
| 10.
It is best not to encourage the candidate to ask
you questions at some part of the interview process
|
| |
|
|
|
| 11.
If a candidate rambles on or goes off the subject,
it's best to let them continue because you will learn more
about them.
|
| |
|
|
|
| 12.
It is legal to casually ask a person questions about
the family background and marital status.
|
| |
|
|
|
| 13.
It is better to focus your interview approach on open-ended
questions then on closed ended questions.
|
| |
|
|
|
| 14.
If a person doesn't promptly respond to a question,
it is best to move on to asking them another question.
|
| |
|
|
|
| 15.
If a candidates response to your interview questions
indicate that they are totally unqualified for a job, it is
best to tell them how their"skills" don't match
with specific job performance requirements and, if interested,
how they can apply for other jobs in your company where they
think they may be more qualified.
|
| |
|
|
|
16.
When a candidate does not give you enough or clear information
in response to a question, it is best to follow-up with
a probing type question.
|
| |
|
|
|
| 17.
The largest amount of time allotted in an interview should
be for behavior interview situations questions.
|
| |
|
|
|
| 18.
It is not important to ask the same interview questions
to different candidates.
|
| |
|
|
|
| 19.
It is legal to ask a candidate if they have even
been convicted of a crime that is related to the performance
requirements for the job.
|
| |
|
|
|
| 20.
The interviewer should be listening during at least 80% of
the total interview time.
|
| |
|
|
|
| |
|
|
|
| |
|
|
|
