Katherine Merson
speaker
207 appearances
1 recordings
1 series
first heard Jul 2026
last heard 30 Jul
Katherine Merson’s voice in public audio — every appearance, attributed to the second.
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recordings per month · last 12 monthsRecordings per month over the last 12 months — 1 in all, peaking in Jul 2026 with 1.
Appearances
I wouldn't sit by the phone for that.
Catherine what are the big things straight off like are you wondering about who's asking the questions who's designing the quiz like are they the sort of things that they would have to discuss before they go into that role 100% and the same message applies to the panel as it does to the applicant preparation's everything when you're going into this process you have to acknowledge that the people that are coming to see you have put in time have put an effort they're making
space in the day to come and talk to you about this opportunity, you should show the respect that that deserves.
So I think going into these processes prepared is really important for panel members.
Read the applications and have some questions that are tailored to that applicant.
It is great if you can say, I noticed this in your cover letter, talk to me a little bit more about that, because that's actually where you get more gold in the conversation.
We will always have an interview guide where we assign questions to people depending on our skills and expertise.
We will stray as we go through the conversation.
We let the conversation evolve because we want it to feel authentic.
It's a guide, not a script.
It is important for equity and to remove any unconscious bias that you do ask the same questions of all of your applicants.
How that conversation evolves along the way can adapt based on your conversation at the time.
But making sure it's consistent all the way is really important.
Making it feel authentic is really important as well because that candidate's getting an experience of what does it actually look and feel like to be in that organisation?
You are representing your organisation there.
You want it to feel authentic.
You want to give the process the due diligence it deserves.
Yeah, definitely.
I think the first thing is shooting for diversity, making sure there's diverse genders, diverse levels of experience, diverse roles within your organisation.
If you're interviewing for basketball roles, maybe have a non-basketball person on your panel.
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