Methodology for Completing the Assessment Guide

Phase 1: Pre-interview Preparation

The methodology for completing the assessment guide begins before the candidate enters the room.

The first step is to complete the basic administrative information on the document: the name of the interviewer, the specific role being interviewed for, the date of the session, and the candidate's full name.

In the case of a panel interview, it is essential that each interviewer has his or her own individual sheet.

The interviewer must then fill in the competencies section, writing down the 3 or 4 key competencies that have been defined for the role.

Finally, and crucially, the interviewer must write down the exact opening question to be used for the "Situation" (S) phase of each competency.

This serves as a precise script to ensure consistency.

Phase 2: Recording Notes During the Interview

Once the interview begins, the document is used as the primary tool for note-taking.

As the candidate responds, the interviewer should record the corresponding evidence in the Task (T), Action (A) and Result (R) boxes.

The design of the guide, often with limited spaces, is intentional.

This format forces the interviewer to be concise, to use perhaps personal shorthand, and, most importantly, helps the interviewer stay focused, preventing him or her from straying into irrelevant lines of questioning.

How to Handle Long Notes (The Back of the Sheet)

On occasion, a candidate's response to a competition may be particularly rich and detailed, exceeding the space available in the box.

In this situation, the methodology is simple: use the back of the sheet to continue with the notes. However, for this to work, organization is key.

A simple coding system should be used; for example, if you are noting the "Action" of the second competency, you should clearly mark on the back "2-A" so you know exactly what those notes refer to.

The Golden Rule of Recording: Absolute Objectivity

The most important rule in completing the guide is to maintain an accurate and objective approach.

The interviewer should record only the evidence provided by the candidate, aligned with the section he/she is evaluating (e.g., do not mix "Action" notes in the "Result" box).

It is strictly forbidden to include additional notes that may introduce bias, such as personal opinions, value judgments or subjective impressions ab