Schedule and update interviews

The Interviews workspace combines recurring availability, candidate bookings, status tracking, and structured evaluation criteria. Booking and status changes require Manage submittals access.

Use structured criteria fairly

Managers and owners can manage interview criteria. Keep criteria job-related, apply them consistently, avoid sensitive or prohibited topics, and record evidence for the rating rather than personal impressions.

Prepare a booking with a clear purpose

Confirm the candidate, relevant job, and person conducting the interview before selecting a time. Know whether this is a phone, video, or in-person conversation and what the candidate should prepare. Keep instructions relevant to the role and use the agency's approved process for accommodation requests.

Check the intended timezone with the participants, particularly when recruiters, candidates, and clients work in different regions. A time that is convenient in one timezone may be outside working hours in another. Include a full meeting URL when appropriate and verify it belongs to the correct booking.

Use recurring availability deliberately

Recurring availability describes a pattern of time that can be used for scheduling. Review existing slots before adding another one so the team does not create confusing overlaps. Choose a day and duration that reflect the interviewer's real availability, and confirm the arrangement with the responsible person.

A configured slot is not proof that a particular candidate has agreed to a booking. Keep the availability setup, booking record, and participant confirmation as separate checks. If the interviewer changes their working pattern, review the affected scheduling arrangements before relying on old availability.

Confirm and maintain the booking

After creating the interview, inspect its saved date, time, duration, type, candidate, and job. Use the status that reflects the actual arrangement. Pending, scheduled, and confirmed are different states; an entry appearing in the feed does not by itself show that every participant has confirmed.

If a booking is cancelled or the candidate does not attend, record the actual event through the appropriate status. Check related recruiting work so another recruiter does not continue from an outdated assumption. Avoid creating a replacement booking until you understand the state of the original one.

Complete an evidence-based scorecard

Use the configured criteria and the same rating approach for comparable candidates. Record what the candidate demonstrated in relation to the job, with enough context to explain the rating. A personal impression such as “good fit” is less useful than a specific observation about the question or task assessed.

Managers and owners maintain the criteria. Ask them to resolve a criterion that is unclear or unrelated to the role before using it to guide decisions. Complete the overall recommendation after reviewing the relevant evidence. If a save fails, inspect the booking and evaluation before repeating the update. Report the booking context, attempted action, and visible error through the approved support process, keeping interview notes and candidate information out of an initial general email.