Drewlo — Structured Interview Form (General Labour)

Stop — do not probe. Route to HR. A duty was answered No/Unclear, or accommodation was requested. Do not ask why, what happened, or for any medical detail. Record their words only, finish the rest of the interview normally, and hand the file to HR today. HR runs the accommodation discussion.

☰ Saved interviews — filed by last name, first name

Stored in this browser on this device. Use Export file to write the permanent record to the HR interview folder — the filename is generated as Surname, Firstname — General Labour — YYYY-MM-DD.

1 Candidate & interview record

Last name *

First name *

Requisition / posting #

Position

Interview date

Start / end time

Division / site

Interviewer (name, title)

2nd interviewer

Format

Source

2 Essential duties & bona fide requirements

Read aloud, verbatim, before any questions “Before we start, I’m going to describe the essential physical requirements of this job. Then I’ll ask whether you’re able to perform each of them safely, with or without accommodation. If you need an accommodation at any point in this hiring process or on the job, tell me and we’ll talk about it — asking will not count against you.”

#	Demand	Detail	Frequency

Verify before use: every row must match the current Physical Demands Analysis and the posted job description. Bracketed values are placeholders. An overstated demand is as much of a liability as a missing one.

3 Essential-duty ability confirmation — ask every candidate, word for word

Record the candidate’s own words, not your interpretation. Any No / Unclear triggers the stop notice at the top.

4 Job-related questions — scored 1–5

5 strong · 4 above · 3 meets · 2 partial · 1 does not meet · 0 no evidence. Section B is double-weighted.

A — Experience

0 / 20

B — Safety ×2

0 / 60

C — Reliability

0 / 20

Total

0 / 100

5 Recommendation

Recommendation

Accommodation request raised?

Reason for the decision — job-related, must trace to an answer or score above

Never record or rely on: health, injuries, WSIB or workers’ compensation claims, absence history, age, family or marital status, childcare, pregnancy, religion, ethnic origin, accent, citizenship, criminal record, or union activity.

6 Reference — do not ask

Open the Do Not Ask table (read before your first interview)

Code s. 23(2): the right to equal treatment in employment is infringed where an application form is used, or a written or oral inquiry is made, that directly or indirectly classifies an applicant by a prohibited ground. Casual and off-the-record versions carry the same liability.

Do not ask about	Why	Ask this instead

And do not write it down. Interview notes are producible at the Human Rights Tribunal or in a WSIB dispute. One note — “mentioned a bad back”, “had a claim at his last place” — is the document that decides the case, whatever the real reason was. If a candidate volunteers it unprompted: do not record it, do not repeat it to the panel, tell HR it came up.

7 Attestation

By signing, I confirm that: I described the essential duties in Section 2 to this candidate; I asked the questions in Sections 3 and 4 as written and in the same form as for every other candidate in this requisition; my notes were written during or immediately after the interview and record what the candidate said; I did not ask about, record, or rely on any topic listed in Section 6; and the reason recorded in Section 5 is the actual, job-related reason for my recommendation.

Interviewer signature

Signature & date

2nd interviewer

Signature & date

Candidate acknowledgement

Essential duties described; accommodation invited

HR review

Received & date

Signatures are captured on the printed copy. Print (or save as PDF) once the form is complete, sign, and file with the exported data file. Retain 3 years — hired and non-hired.