TOOL 9: EXAMPLES OF SELECTION INTERVIEW QUESTIONS

Questions to determine integrity !onesty "oy#"ty Tell me about one occasion where your integrity was put to the test. How did you handle it? Have you ever had to apologize for behaving badly? If you saw a colleague acting dishonestly, would you tell your boss? What would you do? Questions to determine $erson#"ity tem$er#ment %riend"iness How would you describe your personality? If I were to call the people who referred you, what would they tell me about you? Do you consider yourself to be a ris !ta er? Tell me about a situation where you too a ris . In what type of environment do you li e to wor ? With what types of people do prefer not to wor ? What types of responsibilities would you li e to avoid in your ne"t #ob? $ive me two or three e"amples of tas s you don%t particularly en#oy. How do you stay motivated to complete them anyway? What types of people do you disli e? Tell me about an irritating e"perience at wor . How are you as a team player? Tell me about organizations you have applied to wor for in the past. How did you do? Which of your past #obs did you find the most satisfying, and why? Which of your past #obs did you find most frustrating, and why? Tell me about the best boss you ever had. &ow tell me about your worst boss. Why was it so difficult to wor with this person? What do you believe you should do for your employer? What should your employer do for you? Questions to identi%y $#st mist#&es Tell me about an ob#ective you did not attain in your last #ob, and e"plain why this happened. When were you criticized the last time? How did you react? What have you learned from your mista es? Tell me about a situation where you failed completely. What did you do to set things right? Tell me about a situation where you suddenly had to change course. If you could change one thing about a management decision you have made in the past two years, what would it be? Questions to determine 're#ti(ity 're#ti(e s$irit #)i"ity to %ind so"utions When was the last time you had to brea the rules 'or find an original solution(? How did it happen? Tell me about something innovative that you have done. What was the craziest idea you ever had? Did you see it through? How did you react to somebody who shared a new idea with you that seemed particularly strange or unusual? What did you do?

 If you could do one thing to change the world, what would it be? Tell me about a situation where you encountered management problems. How did you resolve them? What was the most difficult decision you have ever had to ma e? How did you arrive at your final decision? Tell me about situations where you have had to wor under pressure and meet deadlines. Have you ever been in a situation where you have had to meet two different deadlines at the re)uest of two different people and you were unable to meet both? What did you do? What professional problem!solving techni)ue wor s best for you? $ive me an e"ample of one of your solutions to a delicate problem? Ot!er re"e(#nt *uestions How did your best boss encourage you to e"cel? What method did he or she use? What professional accomplishment are you most proud of? What is the most interesting thing you have done in the past three years? How do you measure your own success? What are your short and long!term professional ob#ectives? Why should we hire you? What responsibilities would you be prepared to ta e on and what results would you achieve if we selected you for this position? In your opinion, what elements are indispensable to the success of an organization li e ours? What do you hope to find in our organization? Is there anything else you would li e me to tell me about yourself that we have not already discussed? Do you have any )uestions?

TOOL 9: EXAMPLES OF SELECTION INTERVIEW QUESTIONS +'ontinued,

QUESTIONS TO AVOIWe cannot as candidates everything. *lthough it is by no means complete, the following list contains several )uestions that must be avoided. It is important to stay away from any )uestions that could be viewed as discriminatory so as not to violate the +anadian +harter of ,ights and -reedoms or the Human ,ights *ct of each province.

R#'e origin Do not ask: +an you provide a photo of yourself? Where were you born? Where have you lived? Instead, ask: *re you legally able to wor in +anada? Do you have the necessary wor permits to wor in +anada? Age Very few questions are acceptable. The law stipulates a minimum age for working, so a question about age is permitted. Do not ask: What is your birth date? +an you provide us with a birth certificate? What is your health insurance number? What is your driver%s license number? Pregn#n'y Do not ask: Do you plan to have children? *re you pregnant? Instead, ask: *re you available to wor from.? 'when the position must be immediately filled(

M#rit#" %#mi"y st#tus Do not ask: What was your surname at birth? *re you married? *re you divorced? *re you single? Do you have any dependants? *re you related to anyone who wor s here? Instead, ask: Would you be able to travel for business? Would you agree to be transferred to another location? Re"igion Do not ask: What is your religion? '/nless #ustified by the religious character of the employer in some circumstances( Instead, ask: *re you able to wor overtime? *re you available to wor evenings or wee ends? L#ngu#ge Do not ask: What is your mother tongue? Instead, verify the language competencies re)uired for the position.

-is#)i"ity Do not ask: Do you receive disability benefits? Have you ever received medical treatment? Have you been hospitalized on many occasions? Instead, ask: 0uestions relating to the ability to accomplish #ob!related physical tas s. .o))ies Do not as 1 What type of activities do you en#oy outside of wor ? Who are your friends? Instead, as 1 Do you participate in any outside activities relating to this position?

Crimin#" re'ord Do not ask:* Whether an applicant has ever been convicted. If an applicant has ever been arrested. If the applicant has a criminal record Instead, ask If the applicant is eligible for bonding, if that is a #ob re)uirement. * This question is particularly delicate. Inquiries about criminal record con ictions ! e en those that ha e been pardoned ! are discouraged unless related to "ob duties.