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?
- 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
- Shortlisted candidates are interviewed by a fixed & diverse panel of interviewers
- I am prepared about what to share about the role, Syensqo'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?
- 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.
Date last updated:
