GAVL I Interview Mistakes Quiz

What is the most critical step before you are walking in to take an interview?

• Recalling the candidate's name and where they've worked previously

• Preparing a few good questions based on past interviews you've conducted

• Reviewing the resume and JD to align questions with success competencies for the role

• Trusting your instincts and adjusting your approach during the conversation

Which of these is a subtle form of bias?

• Judging based on poor grammar in the resume

• Focusing too much on a candidate's cultural background

• Preferring candidates who worked in specific organizations

• All of the above

What is the biggest risk of asking vague /generic questions like "Tell me about yourself"?

• It makes the candidate talk too much and derail the flow

• It doesn't help in assessing specific job-related competencies

• It often leads to surface-level answers that lack depth or relevance

• It may create a false sense of confidence in the interviewer about the candidate's suitability

Focussing only on technical knowledge and skipping behavioural based questions, can result in?

• You saving time and staying focused

• You relying solely on instinct and rapport to judge softer skills

• You risking hiring someone who may not thrive in your team & organization

• Getting a complete picture from technical responses

What is the risk of turning the interview into a free-flowing conversation?

• It builds trust faster

• It increases spontaneity

• It may lead to lack of structure and missed evaluation areas

• It shows flexibility

When candidate uses "we" throughout their answers. What should the interviewer do?

• Assume collaborative leadership

• Probe to understand their specific role and impact

• Focus on the results alone

• Move to the next competency or question

When interviewers don't capture evidence-based examples during the interviews?

• It may unintentionally lead to them favouring candidates with stronger personalities or better communication skills.

• It can result in fair evaluation using their experience

• It can result in fair evaluation using their instincts more effectively.

• They may forget critical nuances and rely on the candidate's resume to justify decisions