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It also emphasizes consistent interviewing practices and references prohibited questions and appendix materials.",{"@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-guide-appendix-1-and-appendix-2/391582/",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-guide-appendix-1-and-appendix-2/391582.png","ImageObject",300,407,{"name":42,"@type":43},"Pentious","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-26","2026-09-25",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",12,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What types of questions does the guide emphasize?","Question",{"text":63,"@type":64},"The guide mainly emphasizes behavior-based questions that ask what candidates did in specific scenarios, rather than hypothetical or purely situational prompts.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How is the guide organized for using during interviews?",{"text":68,"@type":64},"It is organized by job-related competencies in alphabetical order, and each competency section includes behavioral indicators and sample interview questions.",{"name":70,"@type":61,"acceptedAnswer":71},"What best practices are recommended when conducting interviews?",{"text":72,"@type":64},"Conduct interviews in the same manner for all candidates, ask the same initial questions, and only use relevant follow-up questions while avoiding questions that could lead to discrimination or bias.","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},391582,1790375528,{"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":4},1374404730887,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Sample Interview Questions  \nThis guide contains sample interview questions that can be used, as is, or that can be tailored to the specific needs of a department or position. The majority of the questions are behavior-based questions (i.e. What did you do in X scenario?) as opposed to hypothetical, situational questions (i.e What would you do if faced with X scenario?) .  \nWhile situational questions can be useful, it’s easier for candidates to provide good,“safe”responses based on what they think an interviewer’s expectations are. Behavior-based questions, on the other hand, elicit specific examples of past actions which can help in evaluating how a candidate would behave or react in the future. (A list of example situational questions can be found in Appendix 1.)  \nThis guide is organized by job-related competencies, listed in alphabetical order. Within each competency’s section, there’s a list of possible behavioral indicators as well as sample interview questions. The behavioral indicators serve as a guide in evaluating the extent to which candidates have demonstrated proficiency in a particular competency. Although these behavioral indicators can be used, as is, it’s recommended that interviewers/committees use them as a starting point for developing detailed rating scales that include examples of different levels of responses (i.e. Average responses to the question related to competency Y are characterized by A, B, C, while exceptional responses are characterized by D,E, F) .  \nWhen conducting interviews, it is best practice to conduct all interviews in the same manner and ask the same initial questions to everyone so that each candidate has the same opportunity to respond. It is fine to ask additional, follow-up questions when needed as long as they are relevant to the job, you are treating each candidate as fairly and equally as possible, and as long as you are avoiding questions that could prompt claims of discrimination or bias. Please refer to the “Illegal Interview Questions Guide” in  \nAppendix 2 for detailed information on the types of questions that interviewers/committees absolutely SHOULD NOT ask.  \nFeel free to contact your assigned Human Resources consultant with any questions related to this guide.  \nTable of Contents  \nAchievement/Goal Setting .....................................................................................................4  \nAdaptability .........................................................................................................................5  \nAnalytical Thinking/Reasoning................................................................................................6  \nAttention to Detail ................................................................................................................7  \nCollaboration/Teamwork .......................................................................................................8  \nCommunication Skills.......................................................................................................... 10  \nListening ........................................................................................................................ 10  \nReading Comprehension................................................................................................... 10  \nVerbal ............................................................................................................................ 11  \nWritten .......................................................................................................................... 12  \nConflict Management and Resolution .................................................................................... 14  \nContinuous Learning ........................................................................................................... 15  \nCustomer Service ............................................................................................................... 16","cbCaifVDk5DbcgUV","https://ap.wps.com/l/cbCaifVDk5DbcgUV","pdf",705114,47,"English","# Achievement/Goal Setting\n# Adaptability\n# Analytical Thinking/Reasoning\n# Attention to Detail\n# Collaboration/Teamwork\n# Communication Skills\n## Listening\n## Reading Comprehension\n## Verbal\n## Written\n# Conflict Management and Resolution\n# Continuous Learning\n# Customer Service\n# Decision Making\n# Diversity – Leveraging/Valuing\n# Financial/Budget Administration\n# Initiative\n# Innovation\n# Integrity\n# Interpersonal Skills\n# Management\n## Change Management\n## Delegation\n## Employee Development\n## Managing Personnel\n## Performance Management/ Coaching\n## Negotiation/Consensus Building\n# Organizational Understanding","[{\"question\":\"What types of questions does the guide emphasize?\",\"answer\":\"The guide mainly emphasizes behavior-based questions that ask what candidates did in specific scenarios, rather than hypothetical or purely situational prompts.\"},{\"question\":\"How is the guide organized for using during interviews?\",\"answer\":\"It is organized by job-related competencies in alphabetical order, and each competency section includes behavioral indicators and sample interview questions.\"},{\"question\":\"What best practices are recommended when conducting interviews?\",\"answer\":\"Conduct interviews in the same manner for all candidates, ask the same initial questions, and only use relevant follow-up questions while avoiding questions that could lead to discrimination or bias.\"}]","Sample Interview Questions Guide - Appendix 1 and Appendix 2 | PDF",1790355329,118]