There is guidance as to how CIC interviews should be conducted.
You can find it here http://www.cic.gc.ca/english/resources/manuals/op/op01-eng.pdf
11. Procedure: Conducting interviews
Officers conduct interviews:
to get information that is unavailable from the documents on file;
to clarify information (e.g., intentions of dependent child);
to give counselling;
to provide applicants with an opportunity to respond to an officers concerns regarding elements of the application; and
to inform applicants about decisions.
The following steps should be followed when conducting interviews
Read the file in advance.
Stay focused on why an interview is required: what is needed to make a decision
Gather any tools that need to be consulted in order to make a decision.
Greet the applicant.
Put the client at ease: help them through the logistics (e.g., Do they follow you? Where do they sit? Do they have special needs?).
Explain the purpose and format of the interview
Explain the officers role and authority.
Explain how the interview will be conducted.
If using an interpreter, ensure that the applicant and interpreter understand each other.
Ensure that the applicant understands the officer and the process.
Try to put the applicant at ease: most people will be more forthcoming if they feel relaxed.
Keep vocabulary simple and sentence structure uncluttered.
Avoid jargon, rephrase questions if it appears that the applicant has not understood a question.
Maintain the dignity of the applicant.
What to ask:
♦ ask only what can't be determined from the file;
♦ use the application form as a guide;
♦ be alert for inconsistencies, gaps and evasiveness. Personal questions are acceptable as long as the officer is respectful.
Make a provisional Essence of decision:
assessment on eligibility/admissibility and inform the applicant
Why is the applicant being interviewed?
Is the necessary information available in order to make a decision?
i) Identity: Is the applicant who they claim to be?
ii) Relationship: Is the applicant related to their sponsor? Are they related to their stated family member?
iii) Eligibility: Does the applicant meet the selection criteria in the category in which they are applying?
iv) Admissibility: Does the applicant meet statutory requirements? Is the applicant described in inadmissible classes?
Give the applicant the opportunity to refute/explain
Remember the principles of procedural fairness.
Give the applicant reasonable opportunity to respond to the decision, clarify facts, provide new information or question the officers interpretation of the facts.
Don't be reluctant to change a decision if the applicant presents new, relevant information.
Explanation is very important if it is a refusal or if there are conditions upon acceptance.
Explain the requirements and why the applicant does not meet them.
Explain what happens next
If something is required of the applicant, write this down for them.
Ask only for additional information/documentation if it is necessary in order to make a decision.
Inform the client what will be done next.
As applicable, inform the applicant that they will also receive a written explanation.
Inform the applicant if humanitarian and compassionate consideration, rehabilitation, etc., will be sought.
Make clear who has the authority to make the decision.
Answer any questions
Give the client an opportunity to clarify what was said and make sure they understand.
Give counseling: refer the applicant to authoritative sources.
Avoid giving information you are not certain of.