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Assess candidates
Perform Interviews
Only the best candidates should be interviewed.
Pre-interview Screening
If needed, your company may perform pre-interview screening. These are recommended if you are hiring many people. Its primary purpose is to assess the candidate's interest in the role, alignment with practical aspects of the position (e.g., start date, location), and communication skills.
Interviews
Scheduling interviews: It is necessary to ask interviewees if they need any special support or accommodation during the interview.
The Candidate Progression letter can support this process. Get your template below.
Conducting Interviews: Interviews allow your company to:
- Validate information provided in the candidate's resume or cover letter
- Assess behavioural competencies such as communication and interpersonal skills
- Test problem-solving and critical thinking
- Gauge motivation and career alignment
- Provide the candidate with an opportunity to assess the company
The Interview Guide template can support this process. Get your template below.
Scoring Interviewees: Interviewees who score the highest following the interviews should proceed to the next phases of the hiring process. A suggested scoring grid is included in the Interview Guide template and Post-Interview Applicant Scoring Sheet. Get these templates below.
Interview Accommodations
Individuals with disabilities may require accommodations during interviews. Disabilities may not be visible such as learning, mental-health, and intellectual disabilities.
Examples of possible accommodations:
- Wheelchair use - barrier free interview room.
- Hearing disability - Minimal background noise, well lit interview room and face the interviewee when speaking.
- Visual disability - Test administration via audiotape or verbal exam.
- Learning disability - Test duration may need to be increased.
Hiring Youth
Youth may lack experience participating in job interviews. Supporting them by setting clear expectations, suggesting response formats, and using probing questions to ensure you obtain all the information you need can increase their performance in interviews.
Avoid making broad assumption about youth based on their age or generation. Like all youth, they will bring their own values and ways of doing things into the workforce. New approaches can bring about positive change in your company.
Hiring Newcomers
Official-language competency can be a barrier for newcomers, using simple language or rephrasing questions is recommended. Interviewers should be aware of common areas of cultural differences such as eye contact, greeting etiquette, use of silence, and communication styles. Try to match your language in the interview to the language skills necessary for the position.
In advance of the pre-interview screening or interviews, consult resources about culturally sensitive interviews such as this Tip Sheet on How to Conduct a Culturally-Sensitive Job Interview in advance of the interview.