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It is our aim at Fairsight to develop bias free assessments that are accessible to all. We hope that you will help us to achieve this by answering a few questions below. You are free to leave the fields empty if you don't wish to disclose anything.

Name

Contributors can only access processes they are invited to.

Users can create and manage their own processes within the account.

The competency is broken down into 5 behavioral indicators. Give a rating to each indicator below by selecting what best match the candidates answers.

The goal of the interview is to determine the candidate's personal fit for the job. As the interviewer, your goal is to make the candidate feel welcome and comfortable. Feel free to use the list below to explain the agenda and interview format.

Intro

This is a structured competency based interview. This means every candidate will be asked the same questions, from the same competencies and evaluated based upon the same behavioral indicators.

The goal is to ensure candidates are scored fairly on the same criteria, and to help you we have gathered all this into one interview guide.

But before you get started, we have some tips on how it works.

Welcome to the 
structured interview 👋

Before your first interview, spend some time to familiarize yourself with the interview guide. This preparation will allow you to focus more on the candidate during the interview.

The interview guide is separated into the different competencies selected for this process and is carefully selected for this job. Each competency have a set of questions and connected behaviors. Read through and familiarize yourself with the questions and behaviors in advance. 

Also, nothing happens until you assign a score, so feel free to go through the steps as many times as needed.

Prep, don't wing it 👀

The goal with the structured interview is to gather as much information as possible from the candidate. Make the candidate feel welcome to ensure they are comfortable with sharing as much as possible. Listen actively and encourage them to provide details. 

During the interview go through each competency, and ask all the listed questions, one by one. You may experience that the candidate can't provide a relevant example. If this happens, they can instead explain how they would behave in that situation. If the candidate doesn't provide a thorough answer, you can use the follow-up questions.

Feel free to take notes directly in the interview guide, keeping all data in one place. If you feel prepared, you can also assign scores during the interview. 

During the interview ✏️

Below the questions, you'll find a scoring matrix. This ensures that candidates are evaluated fairly on the same criteria. We recommend that you rate the interview immediately after the interview has ended.

Each competency is scored based on different behaviors displayed by the candidate. If a behavior didn't show up in the interview you don't need to rate it. If you had to skip a competency, or are unable to rate it due to the candidate not providing any relevant examples, you can check the 'no evidence' checkbox.

Once you've rated all competencies you will be provided with a thorough summary of the interview and a final interview score. This contributes to the candidate's overall total score, helping you choose the final candidate(s).

Evaluate & Scoring ✅

 Before closing the interview, it is important to gather any loose threads.

Outro

If you have completed other assessments with the candidate you can assign a score.

This will not impact the candidates total score and thus rank, but will be visible on the candidate report to give you a complete overview.

Add extra assessment scores

Additional scores

If you archive a candidate, all their personal data will be permanently deleted from this process. This action is irreversible. If you simply want to remove the candidate from the process without deleting their data, choose “Remove from process” instead of “Archive”.

Blind Spots Profile

Trait

Select up to 6 competencies that are considered essential for this job. These competencies will be used to calculate scores and overall job match.

Contributors with Edit access can both access and edit everything in this process.

Contributors with External access can only view candidates in the Final phase. They can see summaries of each candidate but cannot access any detailed reports. Additionally, they cannot edit the process or invite candidates.

Contributors with View access can access everything in this process. However, they are not able to edit the process or invite candidates.

This can be the name of a department, hiring manager or external client, and will allow you to track the cost of your assessments.

To tailor the use of competencies you can use a more detailed description so we can help you find the best match for the job. This is not visible to anyone but you and can only be used to recommend competencies and interview questions.

Add a text that describes the job (e.g. the job ad or an internal job description)

By providing a more detailed description of the job, we can recommend which competencies and interview questions are are most relevant for the job. This description is not visible to candidates.

The reference group refers to a group of people who have already completed the test, and that serves as a standard for comparison when calculating scores.

These questions will be a part of the interview guide/questionnaire and is the same for all candidates. You can make changes up until you have interviewed and rated the first candidate. We recommend using 4 competencies for the interview.

Select up to {count} {count, plural, =1 {competency} other {competencies}} that is considered essential for this job. 
{count, plural, =1 {This competency} other {These competencies}} will be used to calculate scores and overall job match.

These settings apply only to you and this process, and will not affect anyone else.

Your diversity data based on your candidate pool in this process

The Equalizer

High complexity jobs typically require advanced education or training, extensive experience, and specialized skills or knowledge. These jobs often involve complex problem-solving, decision-making, and critical thinking. Examples include physicians, engineers, scientists, and executive-level management positions.

How to use these results

When editing the process you made some changes to selected competencies that affects the interview guide. Please make sure the interview guide is updated as needed.

Interview guide

If you have completed an interview with the candidate you can assign a score. This will impact the candidates total score and thus rank.

Invite candidates

Job title

Understand candidates' approach to solving problems and analyzing information.

 Low complexity jobs typically involve simple and routine tasks that can be learned relatively quickly and require minimal training or specialized skills. Examples include data entry, food service, retail sales, and basic assembly line work.

Medium complexity jobs usually require more specialized skills or knowledge, and may involve more varied and complex tasks that require some level of decision-making or problem-solving. Examples include administrative assistants, skilled trades such as plumbing or electrical work, and some customer service roles.

Questionnaire with a forced choice format, maximizing your insight about candidates' job personalities. Suited for in-depth information.

Time-efficient questionnaire with a single statement format, providing essential insight into candidates' job personalities.

The selected tests will be assigned to all candidates invited to this process. We recommend using both ability and personality tests.

Rate the candidate to help with the final talent decision. This rating does not impact the total score.

Rating

Reference groups

If you reset the interview all interview related scores are removed. When reset you cannot undo this action, but you are free to redo all interview ratings.

Reset {name}'s interview

If you reset the test, the candidate will have to take the test again. The current results will be deleted. When reset you cannot undo this action.

 Once the test is reset, the candidate will receive an email with details about the new task.

To help you find the best candidates we recommend setting some limits connected to the job role and screening phase. This is only to help you in the selection process and will not trigger any response to the candidates.

It is our aim at Fairsight to develop bias free assessments that are accessible to all and therefore we want to know a little bit about you before you get started.

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