Behavioural interview question bank template

Document Control Information

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1. Purpose & Scope

1.1 Purpose

This document provides a standardised repository of competency-based behavioural interview questions, evaluation criteria, and administration protocols for [ORGANIZATION_NAME]. The behavioural interview method evaluates past on-the-job behaviour to predict future performance in accordance with evidence-based selection practices.

1.2 Scope

This operational tool applies to all hiring processes, whether hiring permanent, part-time, casual, or seasonal workers at [ORGANIZATION_NAME]. Every interviewer, hiring lead, and [OWNER_OR_MANAGER] must draw from this question bank to maintain structured, uniform, and legally defensible candidate assessments across [WORK_LOCATION] in [PROVINCE].

1.3 Human Rights and Accommodation Principles

All assessment activities must respect federal and provincial human rights legislation. Interviewers must assess candidates strictly against bona fide occupational requirements derived from validated job analyses. [ORGANIZATION_NAME] provides assessment accommodations upon request to eliminate barriers for candidates with disabilities or protected human rights needs throughout the recruitment lifecycle.

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2. Required Information

Table 1: Required Information and Prerequisites for Interview Execution

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3. Responsibilities

Table 2: Interview Process Roles and Responsibilities

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4. Process & Controls

4.1 Candidate Accommodation Protocol

1. Notice: The hiring lead must include an accommodation notice in every interview invitation.
2. Request Processing: If an applicant requests accommodation, the lead directs the request to [POLICY_OWNER_TITLE] within [N_BUSINESS_DAYS] business days of receipt.
3. Implementation: [POLICY_OWNER_TITLE] confirms and implements the adjustment (e.g., alternative formats, extended response time, or accessible interview facilities) in accordance with established workplace accommodation guidance.

4.2 Structured Interview Administration

1. Competency Selection: Prior to posting or interviewing, the hiring manager selects 4 to 6 competencies matching the key duties of the [JOB_TITLE].
2. Standardisation: The interview panel must ask the exact same core questions in the same sequence to every applicant interviewed for that specific requisition.
3. STAR Method: Interviewers must guide candidates to structure responses using the Situation, Task, Action, Result (STAR) framework: - Situation: Context or background of the challenge. - Task: The specific responsibility or objective assigned. - Action: Concrete steps taken by the candidate individually. - Result: Measurable outcome, impact, or learning.
4. Follow-Up Probes: Interviewers may use only standardized follow-up probes to clarify missing STAR elements without introducing new topics or bias.

4.3 Evaluation and Scoring Standard

Interviewers evaluate candidate evidence against a 5-point anchored rating scale:

• 1 — Unsatisfactory: Provides vague answers; exhibits passive behaviour; does not take responsibility; actions produced negative or unresolved outcomes.
• 2 — Marginal: Incomplete STAR response; required heavy prompting; demonstrated limited awareness of impact; outcomes partially resolved.
• 3 — Competent: Clear STAR structure; demonstrated required job knowledge and skills; resolved situation effectively; took appropriate personal action.
• 4 — Advanced: Detailed, structured response; demonstrated proactive problem-solving, collaboration, or leadership; delivered positive business impact.
• 5 — Superior: Exemplary response showing systemic thinking, proactive risk management, high emotional intelligence, and measurable, repeatable success.

4.4 Prohibited Inquiries and Defensibility Controls

Interviewers must not ask questions touching directly or indirectly on protected grounds under human rights legislation. Prohibited topics include:

• Age, date of birth, or high school graduation dates.
• Marital status, family status, child-care arrangements, or pregnancy plans.
• Religious practices, holiday observances, or creed.
• Place of origin, ancestral background, citizenship, or mother tongue (interviewers may confirm only legal entitlement to work in Canada).
• Physical or mental disability, medical conditions, or previous sick leave use.
• Criminal records, unless directly tied to a bona fide occupational requirement.

4.5 Post-Interview Privacy and Document Retention

1. Note-Taking Standard: Interviewers must record factual, observable candidate statements. Evaluators must never write speculative, subjective, or personal notes.
2. Submission: Interviewers must compile all scorecards and notes and submit them to [POLICY_OWNER_TITLE] within [N_BUSINESS_DAYS] business days of completing the interview.
3. Storage & Retention: Recruitment files, interview notes, and scorecards must be stored securely in [FILE_LOCATION] for the mandatory retention duration [RETENTION_PERIOD].

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5. Approval & Records

Table 3: Document Control and Approval Records

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6. Behavioural Interview Question Bank

Table 4: Core Competency Behavioural Question Bank

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7. Worked Example: Completed Interview Scorecard

Interview Evaluation Record (EXAMPLE)

Table 5: Worked Example Evaluation Scoring Sheet

Overall Scoring Summary & Decision Recommendation

• Total Score: 17 / 20 (Average: 4.25 / 5.0)
• Recommendation: PROCEED TO REFERENCE CHECK
• Interviewer Notes: Candidate demonstrated consistent, factual examples demonstrating accountability, de-escalation skills, and practical problem-solving. Zero prohibited inquiries made.
• Signed: [MANAGER_NAME] Date: [EFFECTIVE_DATE]

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What to fill in

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