At its best, an interview isn’t just a candidate evaluation tool—it’s an opportunity to build trust, honour lived experience, and align values. This sample interview guide offers a structured, equitable approach to interviews that supports fair decision-making and reflects justice, equity, diversity, and inclusion (JEDI) values throughout the hiring process.
For the Interview Panel:
Candidate Experience: Setting the Tone
Create a welcoming environment by clearly outlining the structure and purpose of the interview.
Suggested Interview Opening:
1. Begin with a Land Acknowledgement
2. Introduce the Panel
3. Invite the Candidate to Share (optional and consent-based)
4. Clarify the Interview Purpose: “We’re here to learn about your recent (3–4 years) experiences and achievements to support a fair and informed decision.”
5. Explain the Interview Format:
6. Normalize Nerves: “It’s okay to pause, take a breath, or ask us to repeat something.”
7. Online Interview Support: Questions can be posted in chat—unless that’s distracting.
8. Note-Taking Transparency: “If we’re looking down, we’re just taking notes to ensure accuracy.”
9. Set Aside Time for Candidate Questions.
Biases to Watch For:
Educate panelists on common cognitive traps:
(Insert your role-specific questions here.)
Be Transparent About Next Steps:
Share what the candidate can expect post-interview, including timelines and logistical considerations (e.g., first-day location for remote hires).
Avoid the trap of “culture fit” that can perpetuate homogeneity. Instead, consider “culture add”:
Don’t view gaps as red flags. Candidates may have pauses in employment due to reasons protected under human rights (e.g., disability, caregiving, refugee status). Do not ask about them.
Use this table to compile reflections and evidence.
| Candidate: | ||
| Motivation/Competence/Knowledge | Assessment | Evidence Provided |
|---|---|---|
| Culture Add: Candidate brings a new perspective to [your organization] | ||
| Motivation: Candidate motivation to work for [your organization] evidenced by some connection to community work. | ||
| Job Fit Motivation: Understands the scope of the role and is motivated by the work itself. | ||
| Justice, Equity, Diversity and Inclusion: Depending on the role, has an openness, understanding OR experience with JEDI. Understanding of social location/identity, consideration of power dynamics in the workplace, commitment to personal learning and growth. | ||
| Competency 1: | ||
| Competency 2: | ||
| Competency 3: | ||
| Competency 4: | ||
| Learning Orientation: Illustrated the ability to learn from mistakes and apply those learning in an adjacent situation. | ||
| Asked Good Questions: Candidate demonstrated research into [your organization] and the position through the questions asked. Questions went beyond “What is the culture like? What are the benefits?” | ||
| Notes: Your reflections on the candidate. Is there something that makes this candidate stand out in a positive or negative way? | ||
This sample interview guide was developed by the Vancouver Foundation.
