Ethical standards in any interview require for the interviewer to consider the worth and dignity of the interviewees. The interviewees are required to get treated with openness and fairness despite their background differences. Interview procedures should be laid out and explained to interviewees before at the beginning of the session. In some cases, it is required for interviewers to provide a written version of the procedures to the interviewees. The location of the interview should get communicated early enough so that the candidate can be aware of all issues concerning their safety. Confidentiality is an essential aspect of an ethical interview. An interviewer should not name the candidates unless their names are required for some research procedures.
Permission should be granted by the interviewee for the interviewer to use any recorded or written information that could have been acquired during the interview. Such kind of information should be regarded as confidential and should not be used without the candidate’s permission. An interview candidate should not be forced to confess on any issue unless they are willing to do so because of their reasons. Moreover, panelists should only ask interview questions that get approved by the organization. A candidate is free to refuse to provide answers to questions that could sound invasive or out of the interview scope.
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An interviewer should ensure that they are not biased on some candidates. Additionally, there should be as much diversity as possible when selecting the interview process. The process should be fair to everyone without causing any form of discrimination. The principle of equality should be applied in all sections of the interview. The process should not be unfair to any race, sex or population. Common courtesy should become a consideration in all sections of the meeting. For instance, personal information that concerns an individual’s sexual background, religion or political aspects should not be made part of the process.
The interview goal is to get the competent candidate for the position. The performance of the candidate was commendable because they have the required qualifications which prove that they are responsible enough for the post. The candidate fits in the organizational structure and is willing to abide by rules and regulations. I interviewed fairly by ensuring that all the candidates got equal treatment. I used a list of standard questions that ensured that all applicants got similar treatment. Moreover, I was courteous and respectful to my candidates, and I did this by interviewing at the communicated time and allow adequate time for the whole process. As a leader, I understand the aspect of open communication and tried, by all means, possible to facilitate open communication throughout the interview. This aspect was done by establishing a rapport with each candidate to enhance a relaxed environment with a free conversation. Moreover, I tried to be as polite as I could by asking open-ended questions that provided me with an insight into the candidate’s traits (Black, 2013) .
I used several strategies to discover the candidates' sense of ethics. To begin with, I asked my candidate to give me an example of what they consider as ethical and unethical behavior in a work environment. The answer that they provided had to be in line with the organization's ethical conducts. Another aspect was to inquire from the candidates about their moral qualities. The provided response was to be related to honesty, integrity, responsibility and fairness. I posed hypothetical ethical questions for my candidates to answer and explain the reasoning behind the answer. The ethical issues were related to their kind of work, and I paid attention to the answers and their rationale. The last strategy that I used was by asking the candidates to a past ethical work situation that they had experienced and explain how they handled the same. I required them to disclose if they could have dealt with the situation differently if they got provide with another chance. I took keen interest if there were any lessons that the candidates learnt from the experience, and I compared the issue with how people at my workplace could have dealt with such a problem. This procedure gave me an idea of my candidates' judgment and approach to ethical issues.
I asked the interviewees what they would do in case they suspected that their manager was stealing from the organization and what they could do if they thought that their fellow employees were undermining them. These questions helped me determine the candidates' ethical attitude. How my candidates answered these questions provided me with an insight on their moral decisions and how they would make ethical judgments within the work environment. I learnt much on their capacity to handle workplace ethical issues. Additionally, I could judge on how the candidate would behave in future from their past experiences on how they handled ethical matters. The candidates' ability to act ethically in the circumstances that could compromise their ethical standards made me determine whether they could deal with ethical issues when employed. The answers should be closely related to the ethical standards of the organization. Moreover, the candidates should indicate that they recognize the organizational chain of command and are willing to seek out guidance in ethical issues that could get to be beyond them.
References
Black, I. S. (2013). The art of investigative interviewing . Butterworth-Heinemann.
