Developing Cross-Cultural, Behaviour-Based Interview Questions

When it comes to interviews, you want to ensure that your potential hire has the necessary skills to do the job. You wouldn’t want to accidentally hire a web designer who doesn’t know HTML, would you?  

Some questions are unavoidable, especially those that are technical or job-specific. But jobs are rarely given purely on skill, and you’ll want your candidate to be a good match and teammate.  

So, your list of interview questions may enter the personal realm, which can get tricky. You may also accidentally scare off some incredible hires if you make them feel alienated and undo all your progress in Overcoming Unconscious Bias in Resume Screening . 

Some Tips for Inclusive Interviewing  will help you create a more welcoming environment. With just a few adjustments in your interviewing practice, you can ensure you meet your diversity and inclusion goals while retaining the best candidate for the role. 

But despite all the steps you take, in the end, what truly matters is the questions you ask. You want your candidate to be able to answer your questions to their full capabilities and give you a glimpse into who they would be once they are staff. 

Make sure that the questions are easy to understand, make sure that the questions are direct, make sure there are no cultural ties or use of Canadian slang, and most importantly, make sure to avoid any illegal interview questions.  

Though there are exceptions and special circumstances, you should always avoid the following subjects: 

• Country/place of origin and citizenship status 

• Religion, faith or creed 

• Age 

• Gender or sexual orientation 

• Race or ethnicity 

• Family structure, children or marital status 

• Mental or physical health and disability 

• Appearance, height and weight 

• Pardoned offences 

Consult a lawyer if you need to ask a question within the above realm and believe your job posting is an exception.  

But with just a little forethought and effort, you can ensure that all your questions are cross-cultural and behaviour-based. 

Here are some of the common interview questions that can be altered: 

• What kind of extra-curricular activities do you enjoy?  This may seem entirely benign. You may be hoping for them to list some volunteer work or find a fellow Senator’s fan. But some newcomers may not have had the chance to engage in many activities while they settle in the country. A better one would be, “Tell me about an experience, event or activity outside of work that has helped you in your career?” 

• Describe a situation when you had to go above and beyond the call of duty to get a job done.  Though the idea behind this question is a good one, it may confuse people. Call of duty is slang, and what people define as duty is different. Alternatively, ask, “Tell me about a job, a goal or a task that you or your supervisor did not expect you to perform or achieve.” 

• Tell me about a time when you disagreed with your boss.  In some cultures, it goes against everything to disagree with a person in a superior position. Reassure the candidate that this job encourages free-thinking and idea-sharing even if they are outside of the norm, and ask them, “How would you present a suggestion that could seem to contradict your boss?” 

• You seem overqualified, so why did you apply to this job?  Newcomers may have had a different career in their home country or may be interested in the position because they feel comfortable in it. They also have several qualifications and certificates collected abroad and may not be transferable in Canada. So, instead of working about why they applied, enjoy the fact that you will have such a qualified staff member.  

• What is your greatest weakness?  There may be a language or cultural barrier, and some people misinterpreting the question. Unless you want answers such as, “My fear of spiders” or “My greatest weakness is that I am very weak,” think outside the box and clarify. Ask something like, “Tell me about a task that you have found difficult. Please explain what skill or knowledge you used and what you did about it?” 

• Tell me about yourself.  People do love oversharing. But let’s be honest, you probably aren’t for a monologue about their childhood. Though most people understand that the interviewer wants them to talk about their career, it is easy to misunderstand and assume they want to hear their life stories. You could just read their resume and accept the information you see there as you did select them for a reason. Or, if you must, ask, “Tell me how your past work experiences relate to this job.”