We pre-select the most interesting CVs and build a strong & diverse panel of interviewers. I appraise different candidates, based on relevant, accurate and compliant data. I tend to limit perception bias by documenting the interview. I pay attention to promote the position and the company in a fair way to retain candidates' interest.
WITH WHOM do I take this step?
The Talent Attraction partner
The colleagues appointed to participate as interviewers.
MY CHECKLIST & links to TOOLS
What are the critical outputs of this step before going to the next?
CVs are selected, I have given feedback to my TA partner in order to calibrate the best fitting profiles and managed the not retained candidates with respect toData Privacycompliance
Shortlisted candidates areinterviewedby a fixed & diverse panel of interviewers
I am prepared about what to share about the role,SolvaySyensqo's EVP
Interviews are documented and rationals shared in order to ease the decision making (make a copy of proposed evaluation grid)
HOW I CAN BOOST ONE DIGNITY & SUSTAINABILITY
What interview inputs or perspectives am I hesitating to agree with? Could it be an opportunity to learn about this perspective more in order to eliminate any unconscious bias?
