HR Reference Guide


Interviewing candidates is one part of the recruitment process.  Prior to conducting an interview, a job analysis should be performed, (as necessary) a recruitment requested and an interview plan developed.

It is recommended that interviews be structured (i.e., a standard set of questions asked of all candidates).

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  • Document decisions made about the selection process as they are made.
  • Select an interview panel.
  • Write behavioral questions based on the position's essential functions. 
  • Write the interview introductory statement to include a:
    • Explanation of interview format;
    • Brief overview of your organization; and
    • Brief description of the position. 
  • Write the interview closing statement to include:
    • Thanking the candidate;
    • Asking if the candidate has any questions; and
    • Explaining the notification process.
  • Prepare a benchmark guideline.
  • Provide interview panel members with questions, introductory and closing statements, benchmark guideline and score sheets.
  • Provide candidates with essential functions of the position.
  • Consistently interview all candidates.
    •  Ask follow up questions as necessary.
  • Document all candidates' responses to questions.


In most interviews, questions relating to the following topics are off limits:

  • religion
  • national origin
  • race
  • color
  • marital status
  • parental status
  • age
  • disability
  • gender
  • gender identity or expression
  • sexual orientation
  • pregnancy
  • genetic information
  • political affiliation
  • criminal record
  • financial/credit history