Before the interview | During the interview | After the interview |
Test wording of job adverts to see how it affects who applies. | Spread assessments and decisions across days but keep other conditions like the room, the questions and even the refreshments similar. | Stick to what the scores tell you for your final decision. |
Group and anonymise CVs when reviewing them. | Focus interviews on collecting information, not on making the decision. | |
Pre-commit to a set of interview questions that are directly related to performance on the job. Questions should be structured in a way that focuses on the specifics of the job in hand to find the person with the best organisational and cultural fit. | Include people in hiring decisions that haven’t been involved in assessing candidates to make a more objective, considered final decision. |