Replace interview impression with leadership evidence.

Confidence, polish and familiarity can distort an interview. A structured process tests evidence from real experience against the capabilities the role actually demands.

• Agree the role-specific capabilities and evidence criteria
• Use structured competency questions and consistent evaluation
• Integrate psychometric or other evidence where a fuller picture is needed
• Moderate findings and document the reasoning behind the recommendation
• Give candidates a professional, respectful experience

A repeatable interview process, documented evidence and a clear recommendation that supports selection, internal promotion, performance assessment or team decisions.

• Criteria — agreed before any candidate is assessed
• Evidence — gathered consistently and interpreted by qualified practitioners
• The record — the reasons for the decision, written before it is made

• Criteria set late — were the requirements agreed before the shortlist?
• Uneven methods — did every candidate face comparable assessment?
• Unqualified interpretation — who interpreted the psychometric results?
• No evidence trail — could you show the basis for the decision today?

• Stage 1 — Requirements: agree the success profile and the evidence standard
• Stage 2 — Assessment: psychometrics, simulation and competency-based interview, as the role requires
• Stage 3 — Integration: moderate the evidence against the requirements, never on a single score
• Stage 4 — Record: document the evidence and the reasons for the panel

• An agreed success profile for the role
• An evidence report for each candidate
• A comparative report and panel debrief