The Employee Interview Form serves as a crucial document in the Canadian hiring process, designed to standardize candidate evaluation while ensuring compliance with federal and provincial employment regulations. This form should be used during all formal interview processes to document candidate responses, assessments, and interviewer recommendations. It includes essential sections for capturing candidate information, evaluating qualifications, and assessing competencies, while avoiding discriminatory practices prohibited by Canadian human rights legislation. The document helps organizations maintain consistent interview practices, create reliable documentation for HR records, and support fair hiring decisions across all Canadian jurisdictions.
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1. Candidate Information: Basic details including candidate name, position applied for, date and time of interview, and contact information
2. Interview Panel Information: Names and roles of all interviewers present
3. Position Details: Job title, department, reporting relationships, and key responsibilities of the role being interviewed for
4. Qualification Assessment: Evaluation of candidate's education, certifications, and relevant qualifications
5. Experience Assessment: Evaluation of candidate's work history and relevant experience
6. Core Competency Evaluation: Assessment of required skills and competencies for the role
7. Behavioral Questions and Responses: Documentation of standard behavioral questions and candidate's responses
8. Technical Assessment: Evaluation of technical skills and knowledge specific to the role
9. Overall Assessment: Summary evaluation including strengths, areas of concern, and general impressions
10. Interviewer Recommendation: Final recommendation regarding the candidate's suitability for the role
1. Practical Exercise Results: Used when the interview includes practical tests or assignments
2. Language Proficiency Assessment: Required for positions with specific language requirements
3. Cultural Fit Assessment: Used when organizational culture alignment is a key factor
4. Accommodation Notes: Used when candidates require or request specific accommodations
5. Security Clearance Requirements: Include for positions requiring security clearances or background checks
6. Remote Work Assessment: Used for positions that include remote work components
1. Interview Scoring Guide: Standardized scoring criteria and rating scales for evaluating candidates
2. Required Competency Framework: Detailed breakdown of required competencies and their indicators
3. Position-Specific Questions: Pre-approved technical or role-specific questions
4. Interview Guidelines: Standard protocols and best practices for conducting interviews
5. Legal Compliance Checklist: List of prohibited questions and topics to ensure legal compliance
Relevant legal definitions
Clauses
Relevant Industries
Technology
Healthcare
Financial Services
Manufacturing
Retail
Education
Professional Services
Government
Non-Profit
Construction
Telecommunications
Energy
Transportation
Hospitality
Media and Entertainment
Relevant Teams
Human Resources
Recruitment
Talent Acquisition
People Operations
Personnel Management
Learning & Development
Organizational Development
Employee Relations
Workforce Planning
HR Operations
Relevant Roles
HR Manager
Recruitment Specialist
Talent Acquisition Manager
Department Director
Hiring Manager
HR Business Partner
HR Coordinator
Recruitment Coordinator
HR Director
Department Supervisor
Line Manager
Team Lead
Project Manager
HR Administrator
Senior HR Specialist
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