Recruiting Top Talent: It all starts with an interview

Recruitment, selection and hiring are the principal human resources (HR) activities of bio-economy companies. With best practices in place, bio-economy companies can successfully attract and hire candidates with the right skills to help the organization grow and foster a culture of innovation.

BioTalent Canada will be featuring a three part series to help guide any organization through the hiring process and developing their talent. The first part of the series will focus on developing an interview process.

When seeking top talent to drive an organization; planning every stage is important, especially the interview process. Having a well structured plan and guidelines in place will ensure that all candidates will be treated equally and the best fit for the organization will be found.

An interview guide can provide companies with a “map” of the interview process. When building one, adhere to the following guidelines:

  • The same questions must be used for all candidates to ensure fairness and provide candidates with equal opportunities to provide information regarding their skills and abilities. Questions should be equal in difficulty for all candidates.
  • Questions included in the interview should relate to the position and be phrased in a way that allows candidates to discuss their past performance and experience as they relate to the target position.
  • Ensure the questions you ask allow you to ascertain whether the candidate has the expertise and experience to perform the tasks required of the position as outlined in the Bio-economy Skills Profile or Skills At-a-Glance and job description. Don’t forget the BioSkills Recognition Program.
  • For example, consider the Intellectual Property Officer Bio-economy Competency Profile. The checklist states that a person in the job should be able to ‘maximize the period of exclusivity for products’. Ask yourself how a candidate could verbally express proficiency in this task. Develop a question based on your answer. For example, a possible interview question to solicit information about this candidate’s competency could be ‘Imagine your company had exclusivity for a product that was its top seller. Your boss asks you for 3 strategies to maximize the period of exclusivity. What would you suggest?’
  • Avoid asking questions that could be perceived as being discriminatory. In particular you must avoid any questions that could provide you with information that address the four prohibited grounds of discrimination in Canada (see section 3.3.3).

Stay logged in to the BioTalent Canada website for the rest of the series.


Newsletter Issue:
HR Microscope June 2014