The interview works better when you arrive with evidence. How to use the assessment report to prepare targeted questions and make better use of your time with each candidate.
The structured interview lets you compare candidates with a common criterion; the free-form one feels comfortable but leaves more room for subjectivity.
Shorten the interview without losing quality: arrive with prior evidence, define a few critical questions, and stop covering live what the report already shows.
Improvising, talking too much, deciding by impression, no common yardstick: common interview mistakes and how to fix them with prior evidence.
The interview concentrates subjectivity in impression. A common criterion and prior evidence help control it, even though human decisions still carry biases.
Turn the evaluation report into concrete questions: confirm strong signals and explore the doubts of each candidate.
Competency-based questions that ask for real past behavior, not opinions, and how to anchor them in each candidate's prior evidence.
Assess your applicants before the interview and compare them with common criteria. You decide; Kokoro gives you the support.