I find these particular questions important to ask because there are many things to take into consideration when hiring a new employee. I believe that finding out how a candidate will be a great fit for your company is just as important as the candidate's past work experience, technical skills, and education. Hiring a culturally fit employee into your organization doesn't mean hiring people who think, walk and talk like you. Therefore, hiring a new employee who challenges your way of thinking and is aligned with achieving company goals would prove to be a better cultural fit than a candidate who is just like you in many ways. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Susan Martin of Interview Coach says, “Behavioral questions are questions that ask a candidate for specific examples about his or her past behavior on the job. Using past behavior is a proven technique used to more accurately determine performance future or success of the individual, says Martin, who has over 20 years of experience in the human resources and staffing field and author of “Boost Your Hiring IQ.” things I expect to learn from these questions help provide some useful information about a candidate's personality. These things can range from measuring their ability to handle stress, providing a sense of their reliability and how they handle certain situations, or how well they handle stressful situations, hopefully This can help screen candidates quickly so that those who are able to commit to the time and dedication of the position clearly stand out from the rest. Please note: this is just an example. Get a customized paper from our expert writers now. Get a Custom Essay Some of the limitations I see are that the competition among candidates is high, some candidates have more experience with interviews and with their qualified knowledge they are better and provide the “right” answers that employers want to hear. As an interviewer, they must also be equally as skilled as screening candidates who are able to "breeze" through interviews with common answers. Being able to provide unique questions helps keep the candidate on their toes and not providing the same old answers to typical questions. It is important that the interviewer is able to overcome this problem and determine whether a candidate is a good fit based on their presentation and answers. Interviewers will want to be clear and concise and at the same time sensitive to issues that comply with the law and are not discriminatory and/or too personal.