[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-391651-105":3,"detail-sidebar-cat-0-en-105":81,"doc-detail-391651-en":131},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","sample-interview-questions-comprehensive-guide","SAMPLE INTERVIEW QUESTIONS - Comprehensive Guide","","Comprehensive sample interview questions designed to help hiring teams identify the competencies required for success in a position and then select questions that demonstrate those competencies from past performance. Emphasizes keeping questions job related and following legal hiring standards by avoiding inquiries that elicit sensitive protected information, including age, religion, disability, race, marital status, and related areas. Includes a structured contents list covering skills such as communication, analytical thinking, leadership, planning, problem solving, and stress management.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/exam/","Exam",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/sample-interview-questions-comprehensive-guide/391651/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/sample-interview-questions-comprehensive-guide/391651.png","ImageObject",300,407,{"name":42,"@type":43},"Levi","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-31","2026-09-25",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",15,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"How should interviewers choose questions for a job?","Question",{"text":63,"@type":64},"First identify the competencies needed for success in the position, then create or select questions that focus on how candidates have demonstrated those competencies in the past.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What does “Keep it Job Related” mean for interview questions?",{"text":68,"@type":64},"Interview questions should be directly related to the position, ensuring any evaluation of candidates aligns with the job requirements.",{"name":70,"@type":61,"acceptedAnswer":71},"Which types of questions should be avoided in a job interview?",{"text":72,"@type":64},"Avoid questions that directly or indirectly elicit information about a candidate’s age, sexual orientation, national origin, religious or political beliefs, disability, race, marital or family status.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},391651,1790436572,{"code":4,"msg":82,"data":83},"success",[84,88,92,95,100,105,110,115,120,123,127],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":93,"slug":94},70,"exam",{"id":96,"doc_module":4,"doc_module_name":25,"category_name":97,"show_sort_weight":98,"slug":99},5,"Comic",60,"comic",{"id":101,"doc_module":4,"doc_module_name":25,"category_name":102,"show_sort_weight":103,"slug":104},6,"Technology",50,"technology",{"id":106,"doc_module":4,"doc_module_name":25,"category_name":107,"show_sort_weight":108,"slug":109},7,"Healthcare",40,"healthcare",{"id":111,"doc_module":4,"doc_module_name":25,"category_name":112,"show_sort_weight":113,"slug":114},8,"Research & Report",30,"research-report",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":118,"slug":119},9,"Religion & Spirituality",20,"religion-spirituality",{"id":118,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":118,"slug":122},"World Cup","world-cup",{"id":124,"doc_module":4,"doc_module_name":25,"category_name":125,"show_sort_weight":124,"slug":126},10,"Lifestyle","lifestyle",{"id":128,"doc_module":4,"doc_module_name":25,"category_name":129,"show_sort_weight":96,"slug":130},19,"General","general",{"code":4,"msg":82,"data":132},{"doc_id":79,"user_id":133,"nickname":42,"user_avatar":134,"doc_module":4,"category_id":33,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":140,"language":141,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":12,"update_tm":145,"read_time":146,"preview_page_count":26,"preview_urls":147},7971461740909,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","SAMPLE INTERVIEW QUESTIONS  \nWhen preparing to interview candidates, first identify the competencies that someone needs in order to be successful in the position. With those identified, you can then create or choose interview questions that focus on how the person has demonstrated these competencies in the past. The best way to determine how someone will perform in the future is to find out how they have performed in the past.  \nKeep it Job Related  \nThe prevailing legal standard when hiring is that any evaluation of the candidates must be related to the position . Keep this in mind when asking interview questions .  NEVER ask questions in a job interview that directly or indirectly elicit information about an applicant’s age, sexual orientation, national origin, religious or political beliefs, disability, race, marital, or family status!  \nBelow is a comprehensive list of general interview questions . However, you may want to create some questions that are specific to your vacancy.  \nIf you have any questions about this information, please contact Employment Services at[hresmail@colorado.edu](hresmail@colorado.edu) or 303-492-6475.  \nContents  \nSAMPLE INTERVIEW QUESTIONS ........................................................................................... 1  \nAchievement .......................................................................................................................3  \nAnalytical Thinking/Reasoning................................................................................................3  \nAttention to Detail ................................................................................................................3  \nAttitude and Motivation/General “Fit”......................................................................................3  \nChange Management/Adaptability ..........................................................................................4  \nCollaboration and Teamwork .................................................................................................4  \nCommunication ....................................................................................................................5  \nVerbal ..............................................................................................................................5  \nListening ..........................................................................................................................6  \nWritten ............................................................................................................................6  \nConflict Management and Resolution ......................................................................................7  \nContinuous Learning .............................................................................................................7  \nCreativity and Innovation ......................................................................................................7  \nCustomer Service .................................................................................................................8  \nDecision Making and Discernment ..........................................................................................8  \nDelegation ...........................................................................................................................9  \nDiversity – Leveraging and Valuing .........................................................................................9  \nFaculty/Research Specific .................................................................................................... 10  \nIndependence .................................................................................................................... 10  \nInfluencing and Negotiation ................................................................................................. 11  \nInitiative .................................................................","cbCaiq5HKMe3Xz5W","https://ap.wps.com/l/cbCaiq5HKMe3Xz5W","pdf",299171,18,"English","# SAMPLE INTERVIEW QUESTIONS\n## Achievement\n## Analytical Thinking/Reasoning\n## Attention to Detail\n## Attitude and Motivation/General “Fit”\n## Change Management/Adaptability\n## Collaboration and Teamwork\n## Communication\n### Verbal\n### Listening\n### Written\n## Conflict Management and Resolution\n## Continuous Learning\n## Creativity and Innovation\n## Customer Service\n## Decision Making and Discernment\n## Delegation\n## Diversity – Leveraging and Valuing\n## Faculty/Research Specific\n## Independence\n## Influencing and Negotiation\n## Initiative\n## Integrity\n## Interpersonal\n## Leadership and Professional Development/Continuous Learning\n## Organizational Understanding\n## Planning and Organizing\n## Problem Solving\n## Resiliency and Stress Management\n## Risk Taking\n## Self-Awareness\n## Supervision/Team Leader\n## Change Management\n## Customer Service\n## Facilitating Teamwork\n## Motivation/Employee Development\n## Performance Management","[{\"question\":\"How should interviewers choose questions for a job?\",\"answer\":\"First identify the competencies needed for success in the position, then create or select questions that focus on how candidates have demonstrated those competencies in the past.\"},{\"question\":\"What does “Keep it Job Related” mean for interview questions?\",\"answer\":\"Interview questions should be directly related to the position, ensuring any evaluation of candidates aligns with the job requirements.\"},{\"question\":\"Which types of questions should be avoided in a job interview?\",\"answer\":\"Avoid questions that directly or indirectly elicit information about a candidate’s age, sexual orientation, national origin, religious or political beliefs, disability, race, marital or family status.\"}]","SAMPLE INTERVIEW QUESTIONS - Comprehensive Guide | PDF",1790356493,45,[148,152],{"page_no":22,"url":149,"width":150,"height":151},"https://res-academy.cache.wpscdn.com/upload/kdocshare/2026-11-08/2d31f13ddf4b719f530a30ee908f9696.webp",983,1272,{"page_no":26,"url":153,"width":154,"height":155},"https://res-academy.cache.wpscdn.com/upload/kdocshare/2026-11-08/8d6a14cfdf71524b49853c1b15433c4f.webp",982,1270]