The interviewing stage can be stressful and intimidating for most candidates. But can you imagine the intensity of this process for candidates who are new to Canadian culture? The interview is designed for both parties to become better acquainted with each other. Research has shown that cultural differences are a crucial factor in how actions and questions are perceived during the interview process. Before conducting an interview you should ask yourself whether your interview questions are inclusive, or whether you have taken the necessary steps to reduce any hidden biases.

At the beginning of the series we outlined some essential tips on sourcing applicants from diverse, non-traditional pools Link to first issue. In the last issue, we discussed screening best practices Link to last issue. In this issue, we will provide some key tips on how to conduct culturally inclusive interviews:

1. Avoid Jumping to Conclusions
First impressions mean a lot during an interview, and it can be daunting when faced with someone who is different from us. The first challenge is to quell any form of bias that may unconsciously arise. Avoid comparison and judgment. Forming assumptions based on a candidate’s accent, country of origin, English skills, physical ability or gender will cause you to lose a potential employee who could have been a great asset to your workplace.

Instead, begin by establishing a comfort level, where you and the candidate can be at ease with each other. Focus on the candidates’ resume and qualifications, along with the potential valuable contributions that they can make.

2. Be Aware of Cultural Differences
Concepts such as time, personal space, body language, gestures, greetings and eye contact are interpreted differently throughout many cultures. These differences may affect the way in which a candidate is perceived by a Canadian employer.

Consider this example: Some candidates may arrive 10 minutes late for an interview without being disturbed by their tardiness. Some Canadian employers may see this as a lack of respect or interest in the position. It may also be seen as a flaw in the candidate’s character. However, in some cultures, Latin America for example, arriving a few minutes late is acceptable. The person may think that they are punctual.

Conflicting cultural differences may create a negative impression of the candidate. Employers should always be mindful that internationally trained professionals may not always be aware of the Canadian cultural practices during the interview process. Employers should become familiar with various cultural expectations during an interview. They should also look beyond these differences, and structure the interview where the focus is on the qualifications and skills of candidate, rather than the cultural differences.

3. Ask the Right Questions
This is an important component especially when dealing with candidates of various cultural backgrounds. Some questions may generate a response that can unconsciously affect how you view the candidate since they discuss in-depth information that may be perceived as personal or irrelevant. In some cultures, it may be considered impolite to ask certain questions, such as questions about their family or beliefs. Openly asking about a candidate’s physical disability creates an immediate barrier in the interview process. Interview questions should be equitable and free from biases and should follow the legislative guidelines.

Here is a checklist to ensure that the interview process leaves you open to select the best candidate:

✓ Have I reviewed my questions for cultural bias?¹
✓ Have I reflected on more than one possible answer to my question?
✓ Did the candidate have time to plan their answers?
✓ Was there something in the candidate’s behaviour that I found inappropriate?     Why?
✓ How relevant are personality traits I am looking for? How can they be     interpreted across cultures?
✓ Do we have a representative (diverse) hiring committee?
✓ Am I flexible in my communication style?

The key to a diverse workforce lies in restructuring your organization’s HR strategies so that it is more inclusive. The interview process should reflect this by focusing on the candidate’s strength and qualifications, and not on the differences that may exist. By actively implementing the above tips, interviewing diverse candidates should become less challenging, bringing you one step closer to an inclusive work environment.

¹ Adapted from GraybridgeMalkam's Reducing Bias During Interview Tip sheet

November 12th – Birth of Bahaullah²
On this day, thousands of Bahá'í followers around the world celebrate the birth of Bahaullah. The day is a simple and joyous event that will begin with prayers and devotional readings and develop into some kind of festive social gathering either at home or in a place of worship. Its significance is often compared to that Christmas.

Nov 15th Nativity Fast – Eastern Orthodox
Also known as “Little Lent”; it lasts until the Feast of the Nativity, December 25. In the Eastern Orthodox Church, the fast traditionally entails fasting from red meat, poultry, meat products, eggs, dairy products, fish, oil, and wine. Fish, wine and oil are allowed on Saturdays and Sundays, and oil and wine are allowed on Tuesdays and Thursdays.

Fasting with humility and repentance is believed to enable one to draw closer to God by denying the body worldly pleasure.

December 9th Eid-ul-Adha³ – Islam
In remembrance of Abraham and the sacrificial offering of his son Ishmael. Meat is given to the poor. This festival is incorporated in the great pilgrimage to Mecca which should properly be made during this month, but it is also observed all over the Muslim world at the same time. The underlying importance of this festival is the spirit of sacrifice (qurbani) in memory of Abraham's great act of faith many centuries ago.

²http://www.bbc.co.uk/religion/tools/calendar/faith.shtml
³http://www.answering-islam.org/Gilchrist/eid.html