Recent Trends in
Canadian Interviewing
By Sandra Lim

The majority of Canadian businesses and organizations use structured interviews, telephone reference checks, and supplemental selection tests to conduct interviews, according to a 1999 study published by the Human Resources Professionals Association of Ontario (HRPAO). The study, which surveyed the HR departments of 202 Canadian organizations, reports that 83 percent of respondents use structured interviews. Of these, almost half (46 percent) use the Behavioral Description Interview (BDI) approach. The other 37 percent reported using some other type of structured interview. About two-thirds of the organizations use at least one testing method (usually paper and pencil aptitude tests) during the selection process, in addition to the interview. Ninety-eight percent of the respondents reported that they checked a candidate's telephone references, and 58 percent indicated that they used letters of reference to some extent.

Recent Trends in Interviewing

In addition to traditional one-on-one or panel interviews, recent trends include:

Computer-Assisted Interviewing and Screening Systems: Virtual interviewing and assessment may precede face-to-face interviews. Newly-developed recruiting software allows employers to screen applicants online via surveys and questionnaires. Many include multiple-choice questions, especially for "hard" skills, such as "How many years of experience do you have working with C++?" The applicant checks off the appropriate box. There can also be "soft" questions that require short essay-style answers, to judge how the person might handle a particular situation or explain their career goals. Interactive tests can assess candidates' decision-making and communication styles. Some software even provides psychological profiling on-line to make sure the fit is right for a particular job or the company culture. (Source: The Globe and Mail, June 30, 2000.)

Interactive Voice Response (IVR): IVR systems usually involve job-related questionnaires which prospective candidates access by calling a designated phone number. They then answer the questions using a touch-tone telephone or by spoken voice. Based on what the applicantês response is to one question, the computer automatically directs the individual to the next most appropriate question, and so on, until the test is complete.

Job Fairs: Job fairs are an opportunity for job seekers to meet directly with employers. These events often target specific industries, such as health care or information technology. Job candidates are often given an on-the-spot interview.

Group Interviews: Companies doing mass hiring use group interviews to quickly and efficiently meet as many candidates as possible. Retail staff, telemarketers, and customer service representatives are often hired in this fashion. During an orientation, the job and the employer's expectations are described. Job candidates are then split into smaller units to demonstrate their interpersonal skills through group discussions or role-playing exercises.

Telephone Interviews: Call centre companies often start the interview process over the phone, as part of a screening process that determines if the caller will get a face-to-face interview. This allows the interviewer to assess the candidateês speaking voice, language fluency and how quickly the person can think on the spot. Telephone interviews are becoming more popular with other businesses as well.

Simulation Interviews: Candidates are tested on their ability to do the work they would be doing on the job. These are frequently used for technology jobs where the applicant requires a specific set of skills.

Interviews by Colleagues: In this type of interview, the candidate is interviewed not just by the prospective boss, but also by a group of potential coworkers. It tests a person's ability to work with others, and is usually used when a position requires a significant amount of group work.

A Note about Prohibited Grounds of Discrimination

It is illegal for applicants to be asked for information about their age, sex, sexual orientation, health, marital status, religion, or political affiliations (with some slight variations by jurisdiction). Although it is ultimately the responsibility of the interviewer to know the law, this may not always be the case, particularly with small businesses and Internet startups that may not have an established HR department.

About Sandra Lim
Sandra Lim is a Certified Professional Résumé Writer (CPRW), the first Canadian to earn the Credentialed Career Master (CCM) designation, and a Certified Electronic Career Coach (CECC). Through her company, A Better Impression, she provides clients with résumé and career counseling services to help them create a better impression.