1.

What is your opinion about hiring staff not by checking experience but
reactions to unusual situations? I guess it would be a good strategy
because you are hiring staff who can carry out contingency plans in
unexpected situations. For example a foreigner who does not know the
native language when a foreigner arrives or if not a medical problem such
as a fainting of some staff.

2. Do you think that traditional job interviews really contribute to choose

the best candidate for a job? Give some reason about your choice.
In my opinion I feel that no because at least in Mexico the interviews are
very linear and do not provide or generate detailed information of an
applicant.

3. How do you describe yourself talking about your current job and
studies, fire and passion or cold and calculator? Why? in my work I am
cold and calculating because it is a government job and I cannot propose
ideas because everything is according to procedures.

4. Imagine you are on charge of human resources from an enterprise as

administrator, psychologist, marketer, lawyer, international business
manager(your current career) What test from the interviews do you
think has the best impact in choosing a candidate- kick off, medical
assistance, the exit or all? They are all important because we want to
know how capable they are to react or solve an unusual problem that arises
in their work and how they solve it, so all these methods are important to
choose a suitable candidate.