The time has come to meet your candidates.
Ahead of the interview it’s important to let the candidates know what to expect throughout the whole interview process, with around a minimum of a weeks’ notice.
The interview is as much a chance for you to get to know the candidates as for them to get to know you, and the team they’ll be working in.
Be prepared to amend times if applicants with a disability require extra time to complete assessment tests, presentations etc. as a reasonable adjustment.
Consider using a range of interview techniques to get the best out of the interviewee and the interview process.
Consider having a mandatory ED&I related question that is value based rather than providing the candidate the opportunity to quote legislation.
Click on the document below for some good practice examples of equality, diversity, and inclusion question within the interview process:
|Examples of EDI interview questions - good practice sharing