Do...

• come from experiences in the last 2/3 years
• actually happened, are not hypothetical
• can be verified in reference checking if need be
• he or she personally 'did' –‘I’ instead of ‘We.’
• are similar to the position to be filled
• give 'enough' evidence to use for evaluation

• Open encourages more than a one word response. Usually begin with how, why, when etc
• Closed useful in confirming information. Usually results in a yes or no answer
• Probing very important follow up questions that look for more detail and provide most information used for evaluation. Particularly useful in linking behavioural questions and exploring outcomes of behaviours

• do maintain professional standards by being courteous, friendly and interested

• remember that 'past behaviour is a predictor of ‘future behaviour'
• if a candidate isn't able to give you an example, activity, action or behaviour, there is no evidence to prove their competency level

• record significant responses for later evaluation
• relying on your memory can disadvantage your candidates!

Don't...

• that prompt or indicate to the candidate the answer you're looking for

• that ask candidates What would they do if"?

• Age
• Marital status
• Details about partner or children
• Religion
• Nationality – except to clarify visa status
• Criminal convictions or imprisonment
• not job related
• irrelevant
• repetitive
• poorly planned and expressed
• tactless
• too personal

• Some common examples:
• people who speak slowly or have a strong accent are not that intelligent
• people with limited experience are not competent
• older people can't cope with change

• unless a candidate is really not giving you the right information and has perhaps misunderstood the question

• employers are looking to hire people who 'can do the job and will do the job

• be careful not to make assumptions based on one isolated incident
• you should look for 'patterns of behaviour'