Once an interview is done, how do you evaluate the candidate?

Here’s the WRONG way to do it:

After one candidate is interviewed, the next one is judged against the first one.

The third is judged against the second.

And so on.

By focusing on what’s memorable, good candidates slip through the cracks.

You might end up with the most personable candidate…

NOT necessarily the one who’ll do the best job.

What should you do instead?

1. DISCUSS EACH CANDIDATE IMMEDIATELY
Recency bias means the first and last candidate interviewed, being more memorable, can get an unfair advantage. To avoid this, discuss each candidate soon after they leave—but do not make the final decision.

2. ADDRESS PROS AND CONS
Each candidate brings something to the table, and wise to start with their positive points. Treat this as a brainstorming session, with every interviewer having a chance to speak. Then, do the same with “cons.”

3. USE COMPARABLE INFORMATION
Not every interview will go exactly the same way. Still, there should be a core group of questions asked of every interviewee. This helps create fair comparisons and ensures you have insights relevant to your org.

4. SCHEDULE INTERVIEWS WISELY
Interviews are best scheduled at a time when your team members are sharp and focused. It’s wise to keep interviews down to 2-3 a day to mitigate recency bias and ensure interviewers can stay engaged.

With these tips, you’ll be more likely to choose the person who’ll move your org forward!