Why confidentiality skills are a must
Confidentiality in the workplace is all about keeping stuff private (e.g. company data, competitive metrics and salary info.)
This could be:
- HR pros who handle sensitive data, from candidates’ resumes to salary info.
- Finance employees who manage benefits packages.
- Legal teams who create classified docs full of private company info.
- IT pros who process digital files and deal with data privacy.
- Managers who have the downlow on strategic decisions and employee info.
Confidentiality Interview Questions
- How would you store historical employee records? (e.g. contracts, benefits packages etc)
- When chatting to external people, how do you know what you can and can’t divulge?
- What do you say to someone who wants to know their teammate's salary?
- How do you store and share confidential docs? What are the best tech tools to use?
- What do you do if a potential client wants to know company details? (e.g. for new products and features.)
- If you’re asked to divulge sensitive info in a meeting, how do you respond?
- What would you do if you received a sensitive email addressed to someone else?
- Keep your questions open by using hypothetical scenarios likely to occur on the job.
- Include short tests to see how your candidates respond. For example, you could ask office assistants to tell you how they’d organize a desk to see how they store classified docs, or ask IT admin candidates to recommend cyber security apps.
Candidates to look for
- Pro candidates: You’re looking for someone who will steer clear of gossip and show tons of respect.
- High ethical standards: Your ideal candidate has good judgement when it comes to assessing classified info and sensitive data access.
- Discreet candidates: Discretion is a must to avoid uncomfortable situations and legal risks.
Candidates to avoid
- They just don’t get it: Candidates who don’t understand what confidential info even is, ain’t gonna cut it.
- Secretive over discreet: They need to get the difference between being confidential and not disclosing any info at all.
- Candidates who don’t care: Security is make or break for business, so you need candidates who understand the importance of secure storage and transference of confidential data.
- Unprofessional or impolite: Being able to politely decline access to unauthorized personnel is key.