Step Four - I Evaluate Candidates' Applications



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?

  1. 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 to Data Privacy compliance
  2. Shortlisted candidates are interviewed by a fixed & diverse panel of interviewers
  3. I am prepared about what to share about the role, Syensqo's EVP
  4. 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?
  • Check the recruitment Guides around DEI and Sustainability.

AND NOW, WHAT CAN I EXPECT? 

A structured overview of the assessed candidates with insights from all involved interviewers.  

You’re ready to go to decision making.


→Click here for STEP FIVE - I decide on the selected candidate and the offer is made.










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