● make judgements on the basis of the factual information you have obtained about
candidates’ experience and attributes in relation to the person specification;
● keep control over the content and timing of the interview.
Don’t
● attempt too many interviews in a row;
● fall into the halo or horns effect trap;
● start the interview unprepared;
● plunge too quickly into demanding (probe) questions;
● ask multiple or leading questions;
● pay too much attention to isolated strengths or weaknesses;
● allow candidates to gloss over important facts;
● talk too much or allow candidates to ramble on;
● allow your prejudices to get the better of your capacity to make objective judge-
ments.
460 ❚ People resourcing