Hypothetical-that is, “what if” questions about a situation that has not happened.Open-ended questions, which generally fall into one of the following categories:.Closed-ended or direct questions that focus on facts.If applicable, prepare any tests required and ensure they clearly relate to the skills required in the jobīear in mind the two main types of interview questions:.Arrange to conduct the interview in a quiet space, without any interruptions.Set appointments with reasonable time limits.For panel interviews, have panel members discuss how they will run the interview.Select an interviewing style, such as a one-on-one or panel interview.Determine measurable criteria for comparing the candidates.Prepare a list of standard questions, focusing on the candidate’s skills, abilities and past work performance, ensuring you adhere to the Ontario Human Rights Code.Review the job description and discuss it with all stakeholders.When preparing for the interviews with job candidates, make sure you: Answer any questions that the candidate may have.Educate the candidate about your organization and its corporate culture.Describe the job and expectations to the candidate.Collect relevant information about the candidate.The five major objectives of the job interview are to:
During the hiring process, after you have screened potential job candidates, you need to schedule interviews with your short list.
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