Select the capabilities and outcomes each stage will assess, assign ownership, and write a small set of questions linked to real work. Avoid repeatedly testing the same criterion while leaving another essential area unexplored.
02 · Ask
Use questions that invite specific evidence
Ask candidates to describe a relevant situation, their responsibility, the choices they made, the result, and what they learned. Follow up to distinguish personal contribution from the wider team’s work and to understand judgment, not only a polished story.
03 · Record
Capture evidence before group discussion
Interviewers should record concise evidence and an assessment against agreed criteria before hearing the strongest voice in the room. Separate observations from assumptions, and avoid using vague impressions such as “culture fit” without defining the relevant behaviour.
04 · Decide
Compare against the role—not an imaginary candidate
Review strengths, gaps, risks, and areas that can be supported after joining. Make the decision against essential criteria and intended outcomes, document the rationale, and communicate next steps promptly and respectfully.
Have a project in mind?
Turn the guidance into a practical next step
We can help assess the use case, prototype the experience, evaluate behaviour, and plan responsible delivery.
