Use situations the role will encounter
Ask candidates about the matters, stakeholders, decisions and tradeoffs the actual role presents. A litigation associate, product counsel and legal-operations leader should not be assessed with an identical interview script.
Define what each interviewer evaluates
Assign each interviewer a limited set of job-related criteria, document evidence promptly and use a consistent rating standard. Friendly conversation is not a substitute for comparable evidence.
Let candidates assess the employer too
Reserve time for questions about the work, decision rights, workload, location, support and compensation structure. Openly surface material differences before an offer rather than relying on assumptions.
Keep the hiring decision with the employer
BEGHR helps employers prepare permanent-hire searches. The employer decides whom to hire and directly employs the successful person. Scope, fees, candidate ownership, timing and any replacement terms are established in the written engagement before a search begins.