Recruitment Interview Grid

Recruitment is a necessary step in any paid employment relationship. It responds to specific codes that need to be known and are part of a recruitment interview grid.

Interview grid and recruitment questions

The employer may ask limited questions to the employee during recruitment. Some are allowed, others are prohibited.

Good to know: Labor Code provides that in any enterprise employing at least 300 employees and in any recruiting company, recruiters receive training on non-discrimination at hiring at least one time every five years.

Allowed queries

The employer has right to ask questions that are directly related to the duties of proposed position.

The information requested during the interview should be used solely to assess the candidate's professional skills. In order to do this, the investigation methods must also be transparent and relevant.

The candidate must be informed beforehand as to the used methods and techniques.

Good to know: if the information required corresponds to the right conditions, the candidate must answer it in good faith. On the other hand, the employee can not be sanctioned for concealing an element that the employer did not have to mention during the hiring interview, such as his state of health.

Prohibited investigations

As a matter of principle, in terms of recruitment, there are two imperative requirements for the employer:

* He must respect the privacy of candidate for hiring.

* He must refrain from making his choice on discriminatory grounds.

He can not question the candidate on the following criteria: state of health, political or religious convictions, origin, trade union activity, pregnancy, family situation, etc.

Establishment of a recruitment interview grid

Candidate responses

Once identified the questions that may or may not be asked, it is up to the recruiter to establish a grid on the progress of interview.

The general attitude of candidate, such as his attire, punctuality, attitude, gestures, dynamism, listening skills, oral expression, and coherence of speech, is noted. The recruiter will also appreciate the veracity and consistency of speech.

He must put these presentation assets in correlation with the writing of cover letter and  curriculum vitae. It will be mentioned the training of students, or the professional experiences of candidate. They will be linked to their professional skills and their future professional projects.

Note: other complementary skills can be important, such as computer science, languages, office automation.

Replies related to the position

Finally, the practical questions of taking a position will arise. The proposed remuneration will be contrasted with the candidate's expectations regarding compensation.

Similarly, it will be necessary to highlight the date of taking the job envisaged with the availability of candidate, depending in particular on the execution of a notice period or the existence of a non-compete clause.

Finally, the question arises of motivations in the form of knowledge and know-how that will sometimes make it possible to distinguish one candidate from another.