What feedback from others, Others may not completely understand the Accept this feedback but think about how to not on the interview criteria or if they do, may not have a shared view weight this, particularly if any of the feedback is committee, have played in the of that criteria They may not be of their own based on personal interactions, perceptions of decision? biases and they may not have attempted to the candidate as a fit”. “good mitigate them during evaluation. Do we have a similar volume We tend to write more when people are not like Weigh them! Or at least compare them. of interview for all us. Simple volume of notes cataloguing reasons Remember to use erecruitment to help in this candidates? to reject should alert us. process. Is the balance of feedback we We tend to spend more time reviewing past Compare the feedback in terms of both content produce and give similar for shortcomings with people who are not like us, and the review/developmental balance. all candidates in terms of and to make the feedback less formative, more interview performance and vague and less useful. We spend more time future development? giving ideas, talking about future aspirations and may find ourselves talking about with those ‘we’ who are more like us.
What feedback from others, not on the interview committee, have played in the decision? Others may not completely understand the criteria or if they do, may not have a shared view of that criteria They may not be of their own biases and they may not have attempted to mitigate them during evaluation. Accept this feedback but think about how to weight this, particularly if any of the feedback is based on personal interactions, perceptions of the candidate as a “good fit”. Do we have a similar volume of interview for all candidates? We tend to write more when people are not like us. Simple volume of notes cataloguing reasons to reject should alert us. Weigh them! Or at least compare them. Remember to use erecruitment to help in this process. Is the balance of feedback we produce and give similar for all candidates in terms of interview performance and future development? We tend to spend more time reviewing past shortcomings with people who are not like us, and to make the feedback less formative, more vague and less useful. We spend more time giving ideas, talking about future aspirations and may find ourselves talking about ‘we’ with those who are more like us. Compare the feedback in terms of both content and the review/developmental balance.
APS-recruitment-pack-postdoctoral-academic-staff.docx