The types of questions candidates ask will also reveal information about their interests and motivation, and it’s a good opportunity to separate those candidates who come to the interview prepared and well researched from those who are more passive and perhaps not as interested.
You will also want to open the interview by giving the candidate a chance to ask any questions they might have about the organization or opportunity. Remember that the interview process is a mutual exchange. You want to ensure that the candidate is informed about the position, and that you are presenting the role in a realistic yet positive light.
Behavioral Interview Questions:
Your pre-screening efforts should properly qualify whether candidates have the basic technical skills, certifications, knowledge and experience needed. The standard introductory interview questions we have presented so far are asked in many selection processes. It is now time to drill down into suitability and “fit.” You need to include questions that will give you insight into how a candidate would perform or react in actual workplace situations. Behaviour-based or situational interview questions are critical and relevant to every recruiting process. It is, however, important to use the same questions for each candidate, for the sake of ensuring consistency.Tailor your questions to the key deliverables, experiences and accountabilities established in your job description.
Questions to Avoid
Now that you have some specific guidelines for appropriate questions to ask during an interview, it is equally important to know what you should never ask. Sometimes candidates may volunteer information themselves over the course of your discussion, however be careful to not broach or base your selection process on any of the following topics:
- Family or relationship status;
- Political beliefs;
- Religious affiliations; and
- Gender identity or sexual orientation
This project is funded in part by the Government of Ontario