Some of the most effective interviewing training emphasises the need for people to gather as much information as possible, suspending their decision-making faculties for as long as possible. The closest analogy is with the behaviour of a judge in a court case:
| Interview | Court Case |
| Gathering Evidence | Listening to testimony and trying to establish the clearest possible description of the facts |
| Assessment | Making the decision based upon the evidence about guilt or innocence |
| Recommendation | Deciding upon appropriate sentence |
In a court case, it is clear that these steps follow the above sequence. It is equally applicable if well-founded decisions are to be made as a result of an interview.
In summary, therefore, the stages can be seen as follows:
1. Gathering evidence
During the interview, focus on gathering evidence. Discuss with the applicant and listen to their views in order to provide you with information which you can subsequently use in order to ground your belief about this person’s abilities. Remember that proof is evidence that is so complete and convincing. If there is any doubt PRC will ask for more information.
2. Assessment
After the interview, assess the candidate’s understanding and knowledge against each of the UK-SPEC competences, based upon the evidence which you have gained during the interview.
3. Recommendation
Make recommendations about the person’s registration and future development, using the Development Action Plan.
Finally, the assessment is also based on the applicant's written submission, not just their interview performance.
Further detail on the assessment and recommendation stages can be found in the assessment and recommendation module.