Download our template record sheet
Use it to:
- Write out questions and points to look out for in a candidate’s answers
- Include questions about gaps in a candidate's employment history, if appropriate
- Record the candidate’s responses and an evidence score
Our bank of recruitment resources for key roles has possible interview questions for different roles, and suggestions of what to look for in answers.
Assign 'evidence scores' to answers
This helps prevent bias and avoids you making snap judgements based on your 'gut feeling'.
Read about how to reduce unconscious bias, and keep your recruitment process fair in our other article.
Keeping a record means you have evidence of your decision-making if a candidate challenges your final decision. Remember, a candidate can make a request under the UK GDPR to see the