Staffing and Recruiting > Interviewing Candidates

Interviewing Candidates

Research shows that "behaviour-based" interviews yield more reliable results. A behaviour-based interview is based on the premise that: past behaviour is the best predictor of future performance.

In a behaviour-based interview, the primary responsibility of the interviewer is to collect examples of the candidates' past experiences and accomplishments related to the job requirements. This is done by asking candidates to describe situations where they demonstrated observable abilities, skills, knowledge or other attributes required for successful job performance in previous jobs, or other life experiences such as volunteer work, participation in committees, school projects or other situations that required the same kinds of competencies as the job to which they are applying.

Questions should begin with:

• Tell me about a time when …
• Describe a situation where …
• When were you most pleased with your ability to …
• Showcase your knowledge of … by telling me about a time when …
• Can you give me an example of a time where…
• What has been your experience with …
• Detail the steps you took in order to …

For example: "Can you give me an example of a time where you had to deal with a particularly difficult customer?"

The answers to behavioural questions need to include each of the following components to enable the interviewer to fully understand the candidate's past behaviour:

• The Circumstances (situation or task) in which the candidate was involved;
• The Action which the candidate took to complete the task or address the situation;
• The Result of the candidate's action.

Ask about specifics. Probe to establish that the answer refers to a real event.

• Who was involved?
• When did it happen?
• Where were you?
• How many … were there?

Clarify what happened. Probe to discover the candidate's role and contribution.

• What was the outcome?
• How did the customer react?
• How did you react to the situation?
• Could you explain why you took the steps you did?

Ensure that the candidate has addressed the competencies identified in the job description. Probe to gain enough information so that you can assess the candidate's competency level.

If the skill/competency definition has still not been addressed, reword the prompt and ask again.

Interviews are generally stressful for anyone - especially for candidates who do not speak English or French fluently.

When interviewing ESL or FSL speakers:

• Use clear and simple language (e.g., don’t use jargon, metaphors, idioms, expressions or words unique to Canada, or words with more than four syllables).
• Give extra time for the candidate to process/translate the question.
• If the candidate does not understand a question, rephrase rather than repeat.
• Use words that are similar in several languages. After the interview, assess candidates immediately - do not rely on your memory to provide you with an assessment of your candidates, even though you have taken notes.

When inviting candidates with disabilities to interviews:

Explain the interview process and ask whether they have any needs that will require special support or accommodation. For example, a candidate may:

• Use a wheelchair, so the interview room should not present any physical barriers (e.g., little room to move around or a table that is too high)
• Have a hearing disability and speech read, so the room should have good lighting and your face should be visible at all times during the interview
• Have a learning or visual disability and therefore have difficulties reading written text; tests should be provided on audio tape or the test questions read out loud
• Need extra time to complete a test, so extra time may be appropriate

Note: A person with a disability can choose not to disclose any information relating to their disability until a job offer is made. Only then are employers allowed to inquire about the possible need for job accommodation.

Need help? Get an Interview Guide, questions, probes and rating scale!