Agree criteria before reading applications
Translate the vacancy’s essential outcomes into a short scorecard. For each criterion, define what evidence might demonstrate it and what is still learnable. Remove requirements that do not affect the work.
Choose a small number of stages and name the decision owner. Interviewers should know the questions they own, how notes will be recorded, and when feedback is due.
Ask structured, relevant questions
Ask candidates comparable core questions tied to the role. Invite a specific example: the situation, the person’s contribution, the decision, and the result or lesson. Give candidates enough context and time to answer.
Use practical exercises only when they resemble real work, have a clear time limit, and are assessed with known criteria. Avoid asking candidates to produce unpaid work that your organisation could use commercially.
Make decisions from evidence
Record observed evidence against the scorecard soon after each stage. Separate a missing piece of information from a negative judgement, and avoid relying on vague impressions such as ‘culture fit’ without job-related examples.
Compare applicants against the role requirements, not against one another’s background or personal circumstances. Communicate the outcome and next step respectfully, and review the process for avoidable barriers.
Action checklist
- Criteria and scorecard agreed before screening.
- Core questions are consistent and role-related.
- Exercises are proportionate, time-limited, and not usable unpaid work.
- Notes describe evidence rather than impressions.
- Applicants receive a clear update and next step.