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
And I think if most organisations will go into the process knowing what the steps are, there's a phone screen, then there's the first interview, then there's the second interview, then we may do a practical interview.
Telling your candidates that up front is really important as well.
We are taking our time with this process because this is a really important appointment for us.
Prepare your candidates, remove some of that stress where you can.
I think it's common and understood that there will be some robust conversations following the process to really critically analyse everything that you just heard and the compare and contrast of your candidates.
Knowing what your essential versus desirable criteria is really important from the outset, that helps with the decision making.
Having a marking rubric almost of how the candidates have responded to each component of the interview is important to help you get there to a response at the end.
But also recognising that not
not all of those requirements are made equal and actually having, recognising one unique skill or experience that a candidate brings to a role might outweigh some of those other things.
And actually there's a gap in our team that we never realised we had until we had this conversation.
Let's weight that quite heavily here.
So there's a number of factors you're considering to get to that decision, but having that goes to the diversity of the panel and having people who are willing to have a view and have a voice,
means that we are less likely to hire more people like us, bring more diversity into our organisation.
It depends, is the answer.
We would look at it and see, are there...
Are there components of this role that our preferred candidate here could do whilst the other parts could be either reapportioned or really adapting the position based on the best candidate that we have available?
That's one approach.
If the answer to that is no or the impact on other roles or the organisation is too vast, then we go back to market.
It's okay.
I think it's okay to go slow with these processes and make sure you get it right from the outset.
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