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Depending on the type of position that is being interviewed for, the content of these questions should be modified to reflect the level and complexity of the position being recruited.  \nWhen preparing for an interview, first review the job announcement. Study the duties and responsibilities of the assignment and the job requirements to determine the knowledge, skills, and abilities necessary to perform the job. Determine the qualifications a candidate needs to successfully perform the job. Rank these qualifications in order of importance. Use these qualifications to develop your questions. Be sure to consider the major job duties and essential functions on the position description when creating your interview questions.  \nStructure the questions so the candidate will be able to answer with enough information for the Qualifications Appraisal Board to assess the candidate’s competency relative to the questions. Questions may be asked about job-related knowledge and skills, education and training (if job related), type of experience and behavioral related questions.  \nQuestions that are not directly job-related cannot be asked. This may include questions about:  \nConducting the Interview:  \nThe goal is to objectively rate each candidate on their potential ability to perform the job successfully. Keep eye contact and show genuine interest in each candidate’s qualifications. While each department’s interviewing questions may differ, it is required to ask the same questions of each candi","cbCaisRHsiSwtW0f","https://ap.wps.com/l/cbCaisRHsiSwtW0f","pdf",475414,"English","# Preparing for and Conducting the Interview\n# Interview Question Examples\n## Opening & Closing\n## Adaptability & Flexibility\n## Analytical, Problem Solving, Change Management and Creativity\n## Attention to Detail\n## Behavioral\n## Career Goals and Self Development\n## Communicational Skills\n## Customer Service\n## Diversity\n## Fiscal\n## General Leadership\n## Initiative and Prioritization\n## Learning Orientation\n## Project & Time Management\n## Strategic Thinking\n## Teamwork & Collaboration\n## Travel Coordination\n## Management & Supervisory\n## Diversity (Management Specific)\n## Implementation Experience\n## Decisiveness\n## Delegation\n## Leadership\n## Work Performance\n## ASA, ASC, AAS, SSPII and Other Role-Specific Examples\n## Closing Summary","[{\"question\":\"How should interview questions be developed before the interview?\",\"answer\":\"Review the job announcement, study duties and requirements, identify necessary knowledge and skills, and rank qualifications by importance. Use those qualifications to build job-related questions that allow assessment of candidate competency.\"},{\"question\":\"What rules apply when conducting interviews across multiple candidates?\",\"answer\":\"Ask the same questions to each candidate for the same position, approved by HR. Objectively rate each candidate’s potential based on consistent questioning and allow sufficient time for thorough answers and follow-up.\"},{\"question\":\"What responsibilities does a Qualifications Appraisal Board member have while evaluating candidates?\",\"answer\":\"Decide whether each candidate possesses the required qualifications and rank candidates by the quality of knowledge, skills, education (if required), and abilities. Evaluate all candidates on an equal basis and document responses legibly for all questions.\"}]","Recruit Interview Questions & Guide - Preparing for and Conducting the Interview | PDF",1790352711]