Assessment Methods: 
Oral Interviews

The oral interview is the most widely used assessment method. It is a relatively easy and fast way to gather information about applicants. It is typically done face-to-face but may also be conducted via telephone or teleconferencing. Oral interviews are used when:

• competencies, abilities or skills can be best assessed by observing candidates talking or interacting; or

• probing is required to accurately and fully assess; or

• it is the most efficient way to assess a small number of applicants (i.e. 12 at the most).

The best type of interview is structured, uses behavioural or situational questions, and focuses on job-related past behaviours of applicants. A structured interview asks the same series of questions of applicants and applies pre-determined assessment criteria consistently across all applicant interviews for a particular job.

When staffing, combine interviews with other types of assessment methods that are more suitable for assessing other factors (e.g. written tests for assessing knowledge or written communication skills). Other methods, such as role-plays or oral presentations, may be administered as part of the interview.

Be aware that oral interviews are generally stressful for applicants who may misinterpret or misunderstand questions and not provide their best responses due to nervousness. Alternatively, applicants may study how to do well in an interview and present a well-polished answer with confidence that has little real substance. In these cases, the results of an oral interview may not necessarily indicate how an applicant would perform on the job. 

Skilled trained interviewers, a structured interview format, and valid, effective and job-related questions will overcome many of these disadvantages. Making applicants as comfortable as possible will help as well.  See Conducting Effective Interviews for further information.

For information on related topics such as developing effective questions and avoiding common rating problems see the Staffing Practice Guidelines: Assessing Applicants.

A checklist of reminders (including a "pocket-sized" version) has been created to assist the panel chairperson in communicating with applicants at the time of interview. 

The BC Public Service Competency Dictionary, resource centre, and interpretive guides for behavioural competencies (Secure) contain interview questions and note pages for each competency in the dictionary, the steps to follow to prepare for and conduct a behavioural interview, and instructions for  for recording information collected from the interview.