A polished CV can open the door. It should not complete the assessment.
As candidates gain access to tools that help them structure applications and prepare responses, employers need interviews that reveal how someone thinks and works. CIPD’s discussion of AI in recruitment and job applications highlights the importance of interviewers being able to probe and assess experience effectively.
The answer is not to assume that a well-written application is dishonest. It is to examine the experience behind it.
A better way to assess
- 1Start with one relevant achievement. Ask what the candidate inherited, what they personally changed, who else contributed and how the result was measured.
- 2Explore a difficult decision. What alternatives did they consider? What information was missing? What would they do differently now?
- 3Use a short, realistic scenario for technical or delivery appointments. It can reveal more than a long list of definitions. Keep it proportionate, provide consistent instructions and avoid asking candidates to perform unpaid work on an actual client problem.
- 4Be clear about tools. Say whether tools may be used during the assessment. If they are permitted, ask candidates to explain and verify their output.
- 5Record evidence first. Score against agreed criteria before discussing general impressions. Confidence and fluency can influence an interview without demonstrating competence.
The objective is to understand what the candidate can do, how they make decisions and where they will need support.
Ameera Talent Solutions
