Employer Job Interview Questions and Answers

Department of Labor Approved Interview Questions
The interviewing process can be a legal and practical nightmare if not approached carefully. A seemingly innocuous interview question may actually be inappropriate or even illegal, and may culminate in a costly discrimination lawsuit. Such a situation can easily be avoided by using appropriate job interview questions. An employer must ensure job interview questions are in alignment with the law. The variety of job interview questions an employer can ask is wide and contingent upon the specific needs of a particular position.
Sample Interview Questions
Novice and experienced interviewers are sometimes unsure of the best questions to ask candidates in an interview. While sample interview questions can help, having specific questions to ask a particular candidate, makes the process even more effective. Profiles International offers pre-employment assessments designed to help an employer best match candidates to positions. Once a candidate submits their answers to the Profiles International online assessment, the employer is provided with a detailed, Department of Labor approved, set of recommended interview questions to ask a candidate in their next job interview. These questions are customized based on the candidate’s individual responses to the assessment.
Top Interview Questions
Profiles International’s Profile XT and Step One Survey II assessments give you the top interview questions needed to determine if a candidate is going to be a fit for the job and a match for the company culture.
Client Comments
"We screen applicants and then use the Step One Survey II. We specifically look at integrity, attitudes about substance abuse, reliability, and work ethic. Next, we go to the Profile XT, which helps with questions to ask in subsequent interviews. We've used these products for a while and will revisit them in future recruiting."
- Kip Botkin, Highland Police Force
"We are using Profile XT to help us with retention and training. The assessment takes a lot of things into consideration. We want to know if our employees are interested in moving up, and if their aptitude fits the position. We want to know where they might have problems. Our client services representative is terrific and we adore her."
- Sarah Monley, Carmel Partners
Interviewing
Customized, tough interview questions that are prepared specifically for your candidate based upon his or her assessment results, can help you avoid incompatible candidate matches, save time, and make the hiring process more effective. These customized interview questions are to be used in tandem with the insights provided by the employee assessments to further assist the employer in making a well informed hiring decision. These custom interview questions are a significant improvement over common interview questions.
Client Comments
"We've used the Profile XT and Step One Survey for retention and hiring. They help us pinpoint the right questions to ask people so we can find a better fit for the company. Susan Aggson is fabulous to work with and we have a good relationship."
- Gambro
"I've been receiving very important feedback from the Step One SurveyTM screening program. It has enabled me to learn insightful information prior to employment about an individual’s attitudes as they relate to honesty/integrity, substance abuse, reliability and work ethic that ordinarily wouldn't be discovered until after someone is employed – then it's too late! Also, the direct admission portion provides open-ended interview questions that make the interview more structured and effective."
- Judie Posner, Human Resources Manager
Request more information about Profiles International’s job interview questions
Request a sample report with representative interview questions

		Profiles Step One Survey II™ pre-screening survey Profiles Step One Survey II pre-screening survey is a pre employment screening tool designed for executives and hourly employees to assess the abilities of job candidates regarding personal integrity, substance abuse, reliability and work ethic.
Technical Specs:
Solves these challenges: Employees who steal money, property and/or time, Expensive employee turnover, Low energy or Non-productive employees, Use of illegal substances, Tardiness, Unexcused absences, Unauthorized internet use, Abuse of email Used For: Reducing employment theft and fraud. Reducing loss of confidential information, trade secrets, and computer data. Reducing absenteeism and tardiness. Reducing lost time due to unauthorized computer, Internet, and email usage; and Selecting honest, hard-working employees who show up for work on time. Measures: Personal integrity, Reliability, Work ethic, Substance abuse
Time to Take: 20 minutes Administration: Online or Pencil / Paper Report Types: 2 Different Reports Results Turnaround: Immediate
More about Profiles Step One Survey II here.

		Profile XT The Profile XT™ through its innovative JobFit™ technology, measures essential data an employer needs to make better hiring, training, managing and promoting decisions. The Profile XT employs advanced online technology that predicts job suitability and accurately matches people with the work they do.
Technical Specs:
Solves these challenges: Deciding who to promote, Hiring employees with Low productivity, High employee turnover, Ineffective training, Poor communication, Organizational identity confusion, Interdepartmental conflict, Profitability issues Used For: Placement, Promotion fit, Succession planning, Coaching and Self improvement Measures: Thinking and reasoning, Occupational interests and Behavioral traits Areas Measured: Learning index, Verbal skill, Verbal reasoning, Numerical ability, Numeric reasoning, Energy level, Assertiveness, Sociability, Manageability, Attitude, Decisiveness, Accommodating, Independence, Objective Judgment, Enterprising, Financial, People service, Creative, Technical, Mechanical
Time to Take: 50 minutes Administration: Online or Pencil / Paper Report Types: 9 Different Reports Results Turnaround: Immediate
More about the Profile XT here.

		Profile XT Sales™   The ProfileXTSales through its innovative JobFit™ technology, measures essential data an employer needs to the most effective sales talent acquisition and retention decisions. The ProfileXTSales employs advanced online technology that helps sales leaders predict job suitability and accurately match salespeople with the work they do.
Technical Specs:
Solves these challenges: Deciding which salespeople to promote, Hiring salespeople with low productivity, High sales talent turnover, Ineffective sales training, Poor communication, Organizational identity confusion, Interdepartmental conflict, Profitability issues Used For: Predicting sales success, Increasing revenue, Sales team placement, Sales person promotion and fit, Sales team succession planning, Sales coaching, Self improvement, and Avoiding turnover costs Measures: Thinking and reasoning, Behavioral characteristics and Occupational interests Areas Measured: Learning index, Verbal skill, Verbal reasoning, Numerical ability, Numeric reasoning, Energy level, Assertiveness, Sociability, Manageability, Attitude, Decisiveness, Accommodating, Independence, Objective judgment, Enterprising, Financial, People service, Creative, Technical, Mechanical
Time to Take: 50 minutes Administration: Online or Pencil / Paper Report Types: 9 Different Reports Results Turnaround: Immediate
More about the ProfileXTSales here.

		Profiles Sales Indicator Sales Assessment Profiles Sales Indicator sales assessment is a tool for selecting, managing, and training salespeople. It measures five key qualities of successful salespeople and predicts performance in seven critical sales behaviors.
Technical Specs:
Solves these challenges: Poor sales production, Inability to prospect effectively, Customer call reluctance, Failure to close sales Used For: Placement, Promotion fit, Succession planning, Coaching, and Self improvement Measures: Five key qualities that make successful salespeople. Predicts performance in seven critical sales behaviors. Areas Measured: Persistence, Self reliance, Energy, Sales drive, Competence, Prospecting, Closing sales, Call reluctance, Self starting, Teamwork, Building and maintaining relationships, Compensation preference
Time to Take: 15 - 20 minutes Administration: Online or Pencil / Paper Report Types: 2 Different Reports Results Turnaround: Immediate
More about the Profiles Sales Indicator here.

		Profiles Customer Service Profile Profiles Customer Service Profile measures six basic characteristics and two proficiencies that are critical to delivering excellent customer service. It is a tool to ensure everyone in your company is on the customer service team.
Technical Specs:
Solves these challenges: Inappropriate messaging about your business, Customer dissatisfaction, Legal liability issues and High employee turnover Used For: Placement, Promotion fit, Succession planning, Coaching and Self improvement Measures: Six behavioral characteristics (trust, tact, empathy, conformity, focus, flexibility); two basic proficiencies (vocabulary, numerical); company’s service perspective (the degree of alignment between an individual’s perspective on providing customer service and that expressed by the company).
Time to Take: 20 - 30 minutes Administration: Online or Pencil / Paper Report Types: Four Reports – Placement, Individual, Coaching and Company Perspective Comparison Results Turnaround: Immediate
More about Profiles Customer Service Profile here.

		ProfilesEasy™ Electronic Application System ProfilesEasy is an online employment application collection system that offers an effective method for streamlining your organization's job application process and helps facilitate consistency for every application processed. It also helps employers meet important EEOC reporting requirements.
Technical Specs:
Solves these challenges: Inefficient and disorganized application management; Exposure to litigation, fines and penalties from a poor application management process; Insecure and unreliable process for collecting and retaining information about candidates; and Inability to access candidate information from any location at any time. Used For: Streamlining and standardizing employee application management; Applicant evaluation and assessment, Maintaining EEOC requirements during the candidate evaluation process; Applicant qualification review and candidate selection; Successfully matching candidates with jobs and making critical hiring decisions
More about the ProfilesEasy Applicant Management System here.

For more information about Profiles International's job interview questions or to request a sample report, click here.