People Task
Structure interviews around comparable job evidence
Ask the same ordered job-related questions and capture evidence against human-approved anchors.
“This is costing me interview time and confidence because each candidate is judged against different evidence.”
The result you need
Make a reviewable human selection decision from the same job-related questions and anchored evidence.
What is happening now
Where the work gets stuck
Shortlisted candidates need assessment after résumés and informal conversations failed to show role fit.
- When it starts
- The interview team prepares questions and evaluation criteria.
- What makes it difficult
- Improvised questions and likeability produce evidence that cannot be compared fairly.
- What progress looks like
- Trained interviewers complete independent evidence records before an authorised human decision meeting.
What to try next
Run a structured interview with human-reviewed evidence
Collect comparable job evidence while trained humans retain judgement.
Before you act
Check these limits
- A qualified local HR reviewer must approve job relevance, fairness, and reasonable adjustments.
- Separate observed evidence from interpretation.
- Do not use AI to infer traits, emotion, honesty, culture fit, or future performance.
- Do not let a scorecard rank, reject, or select candidates.
Sources
Check the research behind this advice
Read the sources before relying on a claim or recommendation.