Interview Basics
What should you do immediately after an interview?
Schedule a debrief call
What’s the best way to describe KJ’s culture to a candidate?
KJ fosters a collaborative, innovative, and flexible environment. We support mentorship, career development, and work-life balance while encouraging employees to explore new opportunities within the company.
What’s the difference between behavioral and situational interview questions?
What topics should you avoid discussing in an interview?
Topics such as a candidate’s age, marital status, sexual orientation, religion, race, ethnicity, disability, or any other protected category should be avoided to prevent discrimination claims. These topics are legally protected under various federal and state laws.
What’s the difference between technical and soft skills in hiring?
How should you prepare for an interview?
Fill out the Interview Planning Form & schedule a kick-off call
What should you say if a candidate asks about our benefits?
You can provide a high-level overview, mentioning that KJ offers competitive benefits, including flexible work options, wellness programs, and employee ownership. For detailed benefits information, share with them the benefits offerings and snapshot.
Why should you ask about failures or challenges in an interview?
Asking about failures or challenges helps assess a candidate’s resilience, problem-solving skills, and ability to learn from mistakes. Strong candidates will demonstrate self-awareness and a growth mindset when discussing setbacks.
Can you ask a candidate about their current salary?
It depends on the state. In some states and cities, it is illegal to ask about salary history to prevent wage inequality. Best practice is to not directly as a candidate about their salary.
What’s an effective way to assess a candidate’s problem-solving ability?
An effective way to assess problem-solving ability is through behavioral interview questions that ask candidates to describe past situations where they solved complex problems. You can also use case studies or role-play scenarios to evaluate how candidates approach problem-solving in real-time.
How many people should be involved in the interview process?
2-3 per round
What formal or informal career development resources does KJ offer?
KJ offers mentorship programs, internal training, Communities of Practice, and leadership opportunities. Employees also have access to professional development support, including certifications and technical training, PE reimbursement program.
What are red flags to look for in behavioral interview responses?
What should you do if a candidate voluntarily shares information about a protected category (e.g., age, marital status)?
If a candidate voluntarily shares information about a protected category, avoid asking follow-up questions related to it. Instead, focus on evaluating the candidate’s skills, experience, and fit for the role, and ensure any information disclosed is not used in the decision-making process.
Why should we ask situational interview questions?
Situational interview questions help assess how candidates would respond to hypothetical, job-related scenarios. This provides insight into their critical thinking, decision-making, and problem-solving skills, as well as how they might handle challenges or conflicts on the job.
What’s an ideal timeline for completing the interview process and making a hire?
Ideally ≤3 weeks
What does it mean that KJ is an employee-owned company and how does it benefit me?
Employees are encouraged to think like owners, contributing to company decisions and benefiting from long-term stability and profitability.
How do you gauge if a candidate’s leadership skills are strong, even if they haven’t held a leadership role?
Ask about times they have taken initiative, influenced a team, or solved a problem independently. Strong leadership potential can be seen in their ability to mentor others, make decisions under pressure, and drive results without formal authority.
What’s the best way to document interview feedback while staying compliant?
Document feedback objectively and based on job-relevant criteria, such as skills, qualifications, and experience. Avoid comments that are subjective or relate to protected categories. Ensure that documentation is professional and specific to the interview.
What’s the best way to assess a candidate’s communication skills?
The best way to assess communication skills is to pay attention to how clearly and concisely candidates express themselves during the interview. You can also ask them to explain complex ideas, describe past projects, or give presentations to evaluate both verbal and non-verbal communication skills, including body language.
What steps should you take if you decide not to move forward with a candidate?
Call the candidate and give them polite feedback.
What makes KJ set apart from other firms?
What is the STAR method, and why is it useful in interviews?
The STAR method (Situation, Task, Action, Result) is a structured way for candidates to answer behavioral interview questions. It helps interviewers assess how candidates have handled real situations in the past, making it easier to predict future performance.
What are potential risks of asking personal or casual questions in an interview?
Asking personal or casual questions can lead to potential discrimination claims if a candidate feels the questions were inappropriate or biased. Questions about personal life, hobbies, or family could inadvertently touch on protected categories and affect the objectivity of the hiring process.
How can you tell if a candidate’s soft skills will be a good cultural fit?
To assess cultural fit, you should focus on behavioral interview questions that reveal how the candidate works with others, handles feedback, and aligns with your organization's values. Pay attention to their empathy, adaptability, and collaboration skills. Additionally, assessing how well they relate to your team dynamics and organizational culture can help gauge fit.