Better interviews for employers, recruiters and advisers, from planning and questioning to scoring and feedback.
Interview bias is one of the quickest ways to turn a promising process into an unreliable one. A candidate can be judged on confidence, similarity to the interviewer, first impr...
Behavioural interviewing helps recruiters, employers and careers advisers move beyond polished answers and into evidence. Instead of asking candidates what they would do in theo...
Competency interviewing helps recruiters, employers and careers advisers move beyond polished answers and assess how a candidate has actually behaved in real situations. Used we...
A strong interview answer can still tell you very little. Candidates rehearse examples, learn the language of competency frameworks and often arrive with polished stories that s...
Constructive feedback is one of the most useful parts of the recruitment process, but it is also one of the easiest to get wrong. Too vague, and candidates learn nothing. Too de...
Strong interviewers do not win by filling every silence. They win by gathering clear, job-relevant evidence and helping candidates show how they think, work and solve problems. ...
Good interviews do not happen by accident. When recruiters, employers and careers advisers plan better interviews, they get clearer evidence, fairer comparisons and fewer wasted...
Interviewers often over-read posture, eye contact or confidence and miss the evidence that actually predicts performance. That creates avoidable bias, especially when candidates...
Situational questions ask candidates how they would handle a realistic work scenario, such as a difficult customer, a missed deadline or a team disagreement. Used well, they rev...
Structured interview scoring helps recruiters, employers and careers advisers compare candidates on the same evidence rather than on memory, instinct or who made the best small ...
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