Before choosing interview questions, think clearly about the work behaviors you want to observe. The following three sets can serve as a starting point for the initial interview. Use the same core questions for each candidate, and then ask follow-up questions on any unclear parts.
Shop assistant: How do you arrange things when customers are waiting to pay and also asking about products at the same time?
Observe whether the candidate confirms the waiting situation, assigns tasks to colleagues, and informs guests of the next steps. You can follow up with questions such as, "If you were the only one on duty, how would you manage?" Don't just look at how fast they speak.
Administration: How to handle the conflicting deadlines of three assigned tasks?
Observe whether the deadline and impact are confirmed first, and then a feasible sequence is proposed. Ask follow-up questions such as "How would you respond to one of the assignees?" Being able to clearly state the scope of the delivery is more helpful in making a judgment than simply saying that you will work overtime.
Business: How to respond when a client requests a condition that the company cannot meet?
Observe whether the true needs are clearly defined, limitations are honestly explained, and alternative approaches are confirmed. Ask follow-up questions such as "What will you leave in the follow-up record?" Avoid equating willingness to commit to all requirements with closing ability.
Record the methods and gaps
Write one line for each question: "Candidate's steps, reasons, and questions to be confirmed." Beginners can answer simulated scenarios, and then confirm with small working samples later. It is not necessary to require everyone to memorize the same set of lines.
The next step can refer to the interview questions for administrative assistants: 3 questions and how to interpret the answers .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Can all three positions use the same set of questions?
Common arrival arrangements can be consistent, but work ability requirements should be adjusted according to the job position. Different examples are needed for store division of labor, administrative prioritization, and confirmation of business needs.
Does this process suggestion absolutely require the use of tools?
You can first organize your own processes and records based on the article; then evaluate the tool when batch resume analysis or asynchronous initial interviews are needed. Examples and schedules need to be adjusted according to the company's actual needs.