{{company_name}}
{{company_address}}
Phone: {{phone}} | Email: {{email}} | Web: {{website}}
Panel Composition
- Hiring Manager (chair)
- Functional expert / peer
- HR business partner
- Senior leader (for roles at Band 4 and above)
Pre-Interview Preparation
- Review CV, cover letter, and assessment results
- Agree question allocation by competency
- Agree scoring approach and consensus method
- Brief panel on inclusive interview practices
During the Interview
- Chair opens, introduces panel, and sets agenda
- Each panellist asks pre-allocated questions
- Take notes individually — no discussion during the interview
- Close with candidate questions and timeline
Bias Mitigation
Score independently before discussion. Challenge subjective language ('not a good fit') with evidence. Apply the same criteria to every candidate. Document the decision rationale.
Decision Meeting
Convene within 24 hours. Each panellist shares scores and evidence before opinions. Reach a consensus recommendation and document it in the Applicant Tracking System.
Acknowledgement & Signatures
By signing below, both parties confirm they have read, understood, and agreed to the terms of this document.
Objective
Provide {{company_name}} hiring managers and HR partners with a consistent, fair, and legally defensible framework for the activities described in this guide.
Before You Begin
Competency Framework
| Competency | Definition | Evidence Sought |
|---|---|---|
| Role Expertise | Technical knowledge required for {{job_title}} | Worked examples, technical exercises |
| Problem Solving | Structured analytical thinking | Case scenarios, trade-off reasoning |
| Communication | Clarity, listening, stakeholder management | Behavioural examples |
| Collaboration | Effective work across teams | Team conflict and resolution examples |
| Values Fit | Alignment with {{company_name}} values | Motivation, ethical scenarios |
Scoring Rubric
| Score | Definition |
|---|---|
| 1 — Insufficient | Evidence does not meet the bar for the role. |
| 2 — Developing | Some evidence; gaps that would require significant ramp-up. |
| 3 — Meets Bar | Solid evidence aligned with role expectations. |
| 4 — Strong | Consistent, high-quality evidence above the bar. |
| 5 — Exceptional | Standout evidence; would raise the bar of the team. |
Structured Interview Plan
- Introduction and role context (5 min).
- Behavioural questions mapped to each competency (25 min).
- Role-specific exercise or technical deep-dive (20 min).
- Candidate questions and next-step expectations (10 min).
Post-Interview Calibration
- Each panelist submits independent written scores before debrief to reduce anchoring bias.
- Discrepancies greater than one full point trigger structured discussion with cited evidence.
- Final recommendation is documented with the decision rationale and stored in the ATS.
Document Control
| Field | Value |
|---|---|
| Document Owner | Human Resources — {{company_name}} |
| Category | Interview Guide |
| Version | 1.0 |
| Effective Date | {{date}} |
| Next Review | Annually from effective date |
| Approved By | {{manager_name}} |
| Classification | Internal — Confidential |
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