|Before the interview
||During the interview
||After the interview
|Test wording of job adverts to see how it affects who applies.
||Spread assessments and decisions across days but keep other conditions like the room, the questions and even the refreshments similar.
||Stick to what the scores tell you for your final decision.
|Group and anonymise CVs when reviewing them.
||Focus interviews on collecting information, not on making the decision.
||Pre-commit to a set of interview questions that are directly related to performance on the job. Questions should be structured in a way that focuses on the specifics of the job in hand to find the person with the best organisational and cultural fit.
||Include people in hiring decisions that haven’t been involved in assessing candidates to make a more objective, considered final decision.