Interview Questions

Achieve better results when you ask the right questions first

Why Good Interview Questions are Essential to Pre-Employment Screening

Studies have shown that most interviewers ask essentially the same questions. Most applicants have gone on many interviews before they arrive at your business, and they have heard the same questions over and over. They are often better prepared with answers for those questions, than you are for interviewing them.

In fact, many web sites, like, provide instructions on how to answer the most common Interview Questions to make the applicant look good. As an employer, you know that the interview is not a "beauty contest" to see who can look the best, but it is your limited opportunity to try to get to know the applicant well enough so you can make an informed and accurate decision as whether to hire the person or not. All too often, employers tell us applicants looked great during the interview and said all the right things, but when they got on the job, they weren't anything like what they appeared during the interview.

If this has ever happened to you, then you understand the importance of conducting an in-depth interview. The questions on the Hire Success "Sample Interview Questions" Report will be questions they've probably never heard in an interview before because they are based solely on how they responded to our Personality Profile form, and all questions generated by our system are business and job related.

Multi-Tiered Interviews

A problem companies often encounter with multi-tiered interviews, is that the more levels of interviews the applicant is exposed to in your company, the more the interviewers are telling them what you are looking for in an applicant. By the time they make it to the final interview, usually with top management, they've been well prepared by the previous interviews to be able to tell you exactly what you want to hear. This is why we strongly suggest that you test everyone that qualified for an initial interview. If they are worth your time for the initial interview, they are worth testing and having our tools to help you conduct a more in-depth interview up-front.

Some companies want to only test the final few candidates for each job rather than purchasing tests for every applicant who may apply for the position. Here are our recommendations for your consideration:

Test Every Qualified Applicant That Applies - Instead of waiting for the applicant to go through several levels of interviews, tests every applicant that has the background, education, and experience you're looking for in a new employee. Using the Hire Success Baseline features, you can quickly identify those candidates who also have the Personality Characteristics and Traits most like the best employees currently doing that job in your company. Put those people on a "fast track" for the interview so you don't lose the opportunity to hire them in case they are offered another position before you can get around to a series of interviews. Many top employees are never interviewed, either because they weren't properly identified quickly enough up-front, or they took a job offer with another company before they completed the interview process. Don't put yourself in the position of having only the "second tier" of applicants from which to choose.

Particularly in today's hiring environment where top people are available and will take the first job offer they receive, having the ability to quickly and accurately identify the best candidates can be critical for both you and the Candidate.

Increasing the Accuracy Of the Report - Because the cost of Hire Success Reports is so low, no company can afford not to test all qualified applicants. Some companies still only want to test the top 2 or 3 candidates that make it through the interview process. It is most beneficial to have had all applicants at least take the test online and gather the information prior to the first interview. The more interviews they have with people in your company, the more they have been told what you're looking for and the greater the temptation to answer test questions based on what they "think" you want to hear, rather than solely what they are really like.

Personality Testing Pays You to Test Every Qualified Applicant

The cost of a "bad hire" can far exceed the money you spent for the ad, training, payroll, and benefits before they left or before you had to terminate them. "Lost Opportunity" costs can be immeasurable! However, hard-costs of a bad hire often exceed $10,000-15,000. If using our Online Personality Profile can help you prevent even one "bad hire" in a year, all of the tests you will use, probably for years to come, will be paid for.

This is why we say: "Using our Personality Profile will pay you to use the test." You have everything to gain by using our online testing, but much to Lose by doing nothing!

The Sample Interview Questions Report:

Both the Hire Success Personality Profile Report and the Hire Assist Integrity Survey provide a Sample Interview Questions Section to each report. Questions are developed based on how each applicant answers the test questions. On the Personality Profile, there are several criteria that will trigger questions. One of the most common is whenever the system determines there is a high probability that a certain personality traits may be "situational". For example, each Trait scale provides a range between two generally mutually exclusive traits, like "introverted" and "extroverted". If an employee or applicant answers the questions on the test form in such a way that indicates they have reasonably strong characteristics of both a very introverted person and an extroverted person, Sample Interview Questions are generated to help you learn why they responded in that way on the test.

In most cases, you will find the traits on that scale will appear in their personality based on the situation or environment in which they are in at the time. The key for you, as an employer, is to present some reasonable scenarios regarding the job or position for which they have applied, and learn how they may react in those situations. In many cases, their responses will be quite appropriate and perhaps just what you're looking for. Having the ability to identify potentially "situational" traits, is a unique feature of the Hire Success Personality Profile. Another less common reason why the person may have answered the questions inconsistently, is they may have been trying to sway the results of the test. Although less common than situational, the Sample Interview Questions can be a real asset during the interview, as the last thing an applicant wants to hear questions about are the traits they were trying to sway. Seeing their reactions to the questions will tell you a quite a bit about them and if they were being truthful on the test.

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