The initial business interview can begin with the following three questions, each corresponding to a specific work scenario. First, ask about the approach, then follow up with the basis for your judgment, giving the candidate a chance to clearly explain their work methods.
Three core questions and directions for further inquiry
Question 1: What should you do next after being rejected?
Follow-up question: Please specify what information will be confirmed in the first step, what will be done next, and why this arrangement is made.
Question 2: What do you say if the other party only asks about the price?
Follow-up question: If there is insufficient information or the original approach is not feasible, who would you consult and how would you adjust it?
Question 3: When do you state the conditions that you cannot meet?
Follow-up question: When a task comes to an end, how do you confirm the result and let the person taking over know what needs to be done?
What should be observed in this position?
Being rejected, being followed up, and clearly explaining limitations are the typical scenarios for this job. Observe whether the candidate can: clarify needs and decision-making conditions, record the next steps, and truthfully explain unmet requirements. Simply saying you are meticulous and cooperative is insufficient to confirm these abilities.
How can I write my answer record?
You can use three types of notes: "Sufficient Evidence," "Questions Need Further Answer," and "Work-Related Concerns Arise." Include a sentence of supporting evidence for each judgment. If you haven't done the same job, you can answer using a simulated scenario; don't simply give zero points for lack of experience in the same position.
This is a company-defined evaluation method, not a verified competency test, and it does not mean that the system will automatically score according to this method.
Simulated work samples after the initial test
Provide fictitious customer needs and product limitations. Please write down three questions for the next follow-up. Please use public, anonymous, or fictitious information, and state your purpose, timeframe, and review method beforehand.
Interview answers can only provide partial evidence. When there are professional technical or on-site operational requirements, further confirmation should be arranged by appropriate personnel, and then evaluated together with working hours, compensation, and onboarding arrangements.
Could the next step be to consider hiring based on gut feeling after the interview? Or could we use work experience as evidence to organize the selection criteria ?
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:
If someone lacks relevant work experience, how should they answer?
You can answer using relevant projects, learning experiences, or simulated processing methods. Review the methods and basis, and arrange for work samples to confirm if necessary.
After the initial job interview, how can I supplement my work ability with evidence?
Provide fictitious customer needs and product limitations, and write down three follow-up questions. The key is to clarify the needs and decision-making conditions, record the next steps, and truthfully explain any requirements that cannot be met. The initial interview summary will be arranged and reviewed by the company and will not be considered the final hiring decision.