Interviews allow employers to assess the competency, fit and motivation of an applicant for a particular role in their company. Applicants who are interviewed, have typically passed a screening phase (i.e. review of resume, cover letter and so the goal of the interview is to dig deeper into the qualifications and characteristics of the applicant. An interview is also an opportunity for a candidate to assess the employer.
An employer assessing an applicant includes evaluating their background, personality and interest.
Interviewing Do's and Don'ts
Do...
- Structure the Interview: Prepare your questions in advance. Ask everyone the same questions in a logical order that minimizes the impact of biases and extracts the correct information.
- Use formal assessment scale: Convert answers into some type of quantitative performance-based assessment.
- Set the stage: Tell the applicant what to expect for the next half hour or so. Explain the process that will be used. If you want it to be casual then reflect this in how you interact and vice versa.
- Encourage questions to be asked: This is an effective way to gauge the interest of the applicant.
- Ask open-ended questions: Getting them talking free-form yields a lot more information.
- Provide a timeline: Tell applicant how long the process will take from here.
Don't...
- Ask questions that are contrary to the Human Rights Codes: For example, questions about race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted are all prohibited by human rights codes. Avoid open-ended questions as this can also reveal such information.
- Forget that the job interview process reflects the values of your company: Hiring committee should reflect Company values in their appearance, punctuality, conduct and communication during the interview.
- Focus only on compensation: Ask questions to determine career growth goals of applicant.