Confidentiality forms a large part of various roles, from HR professionals to Finance staff through to medical professionals and CEOs. It is imperative to assess the potential candidate's knowledge of confidentiality to ascertain their suitability for the role.
Look for candidates who have worked in roles that require a knowledge of confidentiality best practices.
Look for candidates who exhibit:
- Previous experience in a similar type of role where confidentiality is needed.
- Empathetic and caring nature.
- Previous experience with sensitive subjects.
- Strong communication skills.
The following questions will help you assess how the candidate has performed with confidentiality in their previous experience.
Examples of Competency-based Questions
- What is confidentiality, and why is it important for this role?
- What are 3 steps you can take to ensure that people's information is kept secure?
- Tell me about a time when you were concerned there had been a confidentiality breach. What did you do?
- You are working as an HR manager for a company, and a team member has been subject to disciplinary action. The team members ask you what happened to the person in question and why they weren’t at work. What do you do?
- Can you reflect on a time in your career when you felt confidentiality security could have been improved?
How to Evaluate Candidates
- Look for candidates who exhibit examples of real work experiences.
- Identify candidates who are methodical in their answers.
- For senior level and management candidates, identify when they have led a team, improved confidentiality procedures, etc.
- Identify candidates who have formal training in compliance and confidentiality.
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