Interviewing and Hiring Guidelines
Interviewing is an important part of the hiring process. Rushing through an interview to fill a position can be costly to an organization. It is important to find the right fit (employee attitude) that aligns with your company and the people who work there and to ensure that the candidate has the right skills and qualifications to do the job you are hiring them for. To hire the most qualified candidates, human resource professionals and hiring managers should research how to conduct interviews effectively. Failure to properly prepare for an interview can lead to legal issues. Employers need to be aware of Employment Standards for their province (Canadian) or of federal and state prohibitions on asking certain types of questions during employment interviews.
Recommendations for Hiring Practices
( These are general recommendations for guidance only. Please consult your local provincial or state laws)
1. Preparing a Job Description
Example: Job descriptions that indicate a preference for a nurse with Canadian experience may limit applications from new Canadians, and could be perceived as discrimination based on race, place of origin or ethnic origin.
2. Posting the job
3. Job Qualifications
Avoid listing preferences such as “mature candiates only” as this can be perceived as discrimination based on age.
4. Resume / Candidate Screening
5. Selecting Your Candidate
Guide to Human Rights Hiring
The following list is an example of inappropriate questions or remarks based on prohibited grounds of the Human Rights Code.
1. Race / colour / ancestry / place of origin / ethnic origin / citizenship
Questions about mother tongue.
Questions about or relating to birth-place, nationality of ancestors, spouse and other relatives or Canadian citizenship.
Offensive remarks of a racist nature and remarks about the race, ancestry or parents’ origin.
What country do you come from?
What is your nationality?
Where are your parents/grandparents from?
Why don’t you have an accent?
2. Creed/ Religion
What is your religion?
Are you of religion x? I’m not.
Would you have concerns working with people not of religion x?
Note: Questions about gender if gender is a reasonable and genuine requirement for a particular job, such as employment in a shelter for women escaping violence, may be appropriate. Other questions concerning the applicant’s sex, including questions about pregnancy or child-bearing plans, are inappropriate.Do you plan to have children?
When do you plan to have children and how many?
Are you pregnant?
Will you be taking maternity leave in the next 5 years?
4. Sexual Orientation
What is your sexual orientation?
5. Gender Identity or Gender Expression
6. Record of Offences
How come you are using a wheelchair?
Have you been blind all your life?
What is your medical condition?
Won’t you be retiring soon?
You dont seem old enough to be a manager?
9. Marital Status
Are you single or married?
How will you balance having kids, a husband and a job?
10. Family Status
Are you married?
Do you have children?