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Best practices

  • Stepping into the candidates’ shoes as you plan for interviews, taking into account such considerations as time zone differences and the candidates’ need for space to ask their own questions
  • Allowing enough time between interviews and not scheduling too many conversations for the same day so that all candidates get the search team’s full attention
  • Doing a technology trial run before the first interview
  • Telling congregational narratives and eliciting relevant candidate stories
  • Making individual notes after each interview so that key insights and impressions aren’t forgotten
  • Reserving judgment on candidates until all interviews for that round have been completed
  • Scheduling additional rounds of phone and/or internet interviews as needed
  • Defining the silences for candidates in between contacts
  • Naming and exploring all reservations about each candidate
  • Personalizing correspondence with interviewees that won’t be continuing in the process