A good interview helps both sides assess the role. Applicants need to understand the work; you need relevant examples to support a decision.
I would agree beforehand who asks each question and what information the applicant must receive.
Before the interview
Confirm time, location or link, duration, participants and preparation. Ask whether practical adjustments are needed. Read the application and identify criteria to clarify.
During the interview
Explain the format and actual job. Ask for comparable task examples: what was the situation, what did the applicant do personally and what happened next? Allow questions about hours, pay, support and environment.
Use the same core criteria for everyone. A pleasant conversation is valuable but does not prove job competence. Record relevant examples rather than vague impressions.
Finish with an agreement
“We will review interviews on [day]. By [date], [name] will tell you the next step.” Agree an appropriate contact channel. If the deadline changes, provide an update.
For rejection, explain respectfully using job criteria. Do not automatically promise to retain a CV for other vacancies; explain what happens to personal information.
Use the CV assessment record beforehand. After hiring, carry agreements into your onboarding plan.
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