Hiring Procedures Developing Interview Questions What is Legal and What isn't

4.1.4 Hiring Procedures APPENDIX ‘B’ Developing Interview Questions Past behaviour is the best predictor of future behaviour. Behaviour based questions require candidates to explain how they have reacted in the past to certain situations, and assist the Search Committee to assess how candidates might act in the future. Start with an OPEN ENDED question (what, how, when, describe, tell me) Examples: How did you…? Describe a situation when…? Tell us about a time when you…? and then probe to gain a more thorough understanding of the situation being described by following up with a SEQUENTIAL questioning style. Examples: Why was this the most difficult? Why do you feel those skills are important? Why did you make that decision? What did you gain from this experience? What other options would you see in this situation? What would you have done differently? CLOSED questions are generally helpful when you want to confirm details that do not require more than a ‘yes’ or ‘no’ response. Example: Do you have a valid BC Driver’s License? Will you be able to provide us with a copy of your diploma? Is your First Aid Certificate still current? UNLAWFUL questions whose responses may lead to employment discrimination might include: Examples: Are you married? Do you plan on having a family soon? How old are you? What is your political alliance? What church do you attend? Do you have any physical or mental handicap? If you are in doubt as to whether a question is unlawful, contact the Director of HRD.