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| Path: Main Street : Management Resources : Federal Interview Guidelines |
| Federal: Interviewing Questions Guideline
Information gathered from: Disclaimer: CharityVillage Ltd. has taken precautions to ensure that this information is, to the best of our knowledge, accurate. However, CharityVillage Ltd. accepts no liability for any loss or damage, consequential or otherwise, incurred in the reliance on the information provided. CharityVillage Ltd. accepts no responsibility for the accuracy, currency or completeness of the information, and expressly excludes any warranties in relation to its fitness for purpose. Readers are advised to retain competent legal counsel. | |||
| Subject | Acceptable Questions Hiring Practices |
Questions to be Avoided |
Acceptable After Hiring |
| Race or Color |
Any question relating to race or color, including eye, skin or hair color. Information required for security clearances or similar purposes. | ||
| Photographs | Photo with application or prior to interview. | Photos for security passes or company files. | |
| Religion | Required work shifts explained to applicant to see if such a schedule would pose a problem. | Religious affiliation, church membership, frequency church attended; whether applicant will work a specific religious holiday; or for references from clergy or religious leader. | Employers are to accommodate religious needs of workers where reasonable. |
| Height and Weight |
No inquiry unless there is evidence that they are bona fide occupational requirements. | ||
| Disability | Does applicant have any condition that could affect ability to do the job; or any condition which should be considered in selection? | List disabilities, limitations or health problems; if applicant uses drugs or alcohol; or if applicant has ever received psychiatric care or been hospitalized for emotional problems. | Note: A disability is only relevant to job ability if it: threatens the safety or property of others; or prevents applicant from safely or adequately performing the job, even if reasonable efforts were made to accommodate the disability. |
| Medical Information |
Is applicant currently under physician's care; or receiving counselling or therapy? Name of family doctor. | Offers of employment can be made conditional on successful completion of a medical exam. Such exams should be conducted afters election and only if an employee's condition is related to the job duties. | |
| Affiliations | List of club or organizational memberships. Questions about membership in professional associations or occupational groups may be asked, if a job requirement. | Applicants can decline to list any affiliation that might indicate a prohibited ground for discrimination. | |
| Pardoned Conviction | If applicant is eligible for bonding, where a job requirement. | Inquiries about criminal record/convictions, even those which have been pardoned, are discouraged unless related to job duties. | |
| References | The same restrictions apply to reference requests as apply to questions asked of applicants. | ||
| Source: Used by permission of the Canadian Human Rights Commission | |||
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