Recruiting for impact: a guide to successful public appointment recruitment - Use structured assessments to reduce bias

Consistency is one of the strongest safeguards against unconscious bias.

• Use structured interviews with standardised questions aligned to role criteria. Panels will be provided with a set of standard initial questions, and will then have the opportunity to select additional, appropriate selection methods (e.g. scenario exercises, presentations, or written tasks) that best test the skills required for the role.
• Apply scoring criteria to support objective, evidence‑based decisions.
• Discuss interview feedback as a panel to ensure fair and consistent evaluations.
• Assess candidates’ understanding of the sector through scenario‑based, skills‑oriented questions rather than favouring those with prior insider experience.
• Ensure all feedback provided to candidates is constructive, adds value, and offers clear information they can use to develop. Feedback should genuinely support learning, not just restate scores.

Bias cannot be removed entirely but structure helps contain it, ensuring a fairer, more transparent, and defensible recruitment process