The 5 Cs of an effective interviewer   


Lots of time is spent by leaders, executives and hiring managers on interviewing. It pays to prepare beforehand.

Singular Talent writes:

Not only does this maximise your valuable time but we’ve found that much repeated recruitment processes (such as interviewing) are often led by habit. Re-visiting your approach and taking a simple systematic approach can reap rewards.

Be an effective interviewer with the 5 Cs 

1. CV: Reading the CV before the interview sets you up to make a great hiring decision. Assess which areas stand out to get a picture of the candidate’s strengths. Any skills lacking you may want to probe?

2. Criteria: Most importantly remind yourself of the key criteria for the role. If you don’t know what you are looking for it makes it very difficult to find.

3. Competencies: Consider the competencies. If you don’t know what competencies you are seeking it makes it harder for you to delve under the surface. Doing so helps you to gain a full picture of the candidate’s strengths.

4. Consult: Have feedback sessions with others who were involved in the recruitment process. This helps decision making not being based on opinion and can reduce unconscious bias. It’s important to go into an interview with an open mind. Speaking to others can unearth what intel they gained in phone calls, interviews and other correspondence. This helps fill gaps in the knowledge that the hiring team and organisation have of the individual. It gives focus on what you need to cover in your interview.

5. Company image: View the interview as an opportunity to impress them and represent your employer brand. You would not be impressed if they turned up unprepared. Hold yourself up to the same standards. Your approach will be remembered and often talked about by candidates to their network. The type of employer you are perceived as goes far beyond the interview.


Making hiring better for biotech companies and candidates is what we love to do. Why? Because it's a bustling market. Candidates are flooded with unskilled approaches.
This causes in-attention. But it doesn't need to be like this. We cut through the noise. And tell your story. Making the right impact. With the right candidate.

Singular Talent