Design the interview around evidence gaps
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Choose the criteria this interview will assess and avoid repeating questions that add no new evidence. Use a consistent core of job-related questions with clear scoring guidance. Behavioural questions ask about past action; situational questions explore how a person would approach a scenario. Neither format eliminates the need to examine the reasoning and context. Plan time for the candidate’s questions and explain the process in advance. Coordinate panel responsibilities so candidates are not repeatedly assessed on the same polished story while essential criteria remain untouched.
Worked example
A panel assigns incident diagnosis to one interviewer and cross-shift communication to another. Each uses an agreed question and anchors, then shares evidence after independent scoring.
Put it into practice
Build a 45-minute interview plan covering three criteria and candidate questions.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Allocate time realistically and name what each question should reveal. Include a consistent opening, accessible participation arrangements and a closing explanation of next steps.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.