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16 the answers should be flowing from the memories of how the younger son was actually disciplined and treated, even where an incident comparable to the hypothetical one never actually occurred. Normally, behavior description information is elicited during an employment interview with questions such as the following: Tell me about your best accomplishment in your last job? Tell me about the last time you faced the situation of an employee who wasn't performing? Tell me about the most emotional confrontation you had with your boss in that job? Tell me about the hardest you worked in that job? "Notice that superlative adjectives - those that indicate the greatest extent or degree of something (most, last, least, toughest, worst, etc.) - are the key to effective behavior description questions." Tom Janz, Behavior Description Interviewing (1986), p. 41. "There are a number of compelling reasons why the superlative adjective is an important component of a high-quality behavior description question. First, the question tends to stimulate specific events in the minds of the interviewee, and it is then easier for the interviewee to respond. Second, the interviewer knows something about where the incident fits on the scale of all similar incidents. That is, if it is the 'most' of a particular quality, it is the most that can be expected if the interviewer believes in the principle that the best predictor of future behavior is past behavior in similar circumstances. The same is true if it is the 'least'