Interview Order Decisions: Fair Methods to Improve Candidate Experience (CX)

"Doesn't interview order have advantages/disadvantages for first and last?" "Candidates complained about 'unfairness'" "Want to reduce interviewer bias"

Interview order is known to affect candidate evaluation according to psychological research. Particularly, primacy effect (first candidate memorable) and recency effect (last candidate memorable) cannot be ignored.

This article explains methods to minimize interview order effects and improve Candidate Experience (CX).

Interview Order Impact on Evaluation

Psychological Biases

Primacy Effect:

• First candidate strongly memorable
• Becomes comparison standard for later candidates
• Evaluation tends strict

Recency Effect:

• Last candidate's impression strongly remains
• Recent memory vivid
• Possible advantage in evaluation meeting

Contrast Effect:

• Evaluation changes by comparison with previous candidate
• Evaluation strict after excellent person
• Vice versa also true

Interview Order Impact Data

Survey by certain HR company:

【Pass Rate by Interview Order】
#1: 35%
#2-4: 28%
#5-7: 25% (lowest)
#8-10: 32%
Last: 38% (highest)

※Same evaluation criteria, same interviewer

Conclusion: First and last advantageous, middle disadvantaged

4 Fair Interview Order Decision Methods

Method 1: Complete Random (Not Application Order)

Steps:

1. List all candidates
2. Lottery order using Amida-san
3. Notify interview datetime

Merits:

• Completely fair
• High transparency
• Candidates easily satisfied

Demerits:

• Cannot consider candidate preferences
• Complex schedule coordination

Recommendation: 4/5

Best for:

• Fairness priority
• New graduate mass recruitment
• Many candidates (50+)

Method 2: Preferred Time Slot + Lottery

Steps:

1. Ask candidates preferred time slot (AM/PM)
2. Lottery within each time slot
3. Notify results

Implementation example:

【Morning Slot (9:00-12:00)】
20 applicants → Lottery determines order
#1: 9:00~, #2: 9:30~...

【Afternoon Slot (13:00-17:00)】
15 applicants → Lottery determines order
#1: 13:00~, #2: 13:30~...

Merits:

• Consider candidate convenience
• Fair within each slot
• CX improvement

Demerits:

• Possible evaluation differences between AM/PM
• Not completely random

Recommendation: 5/5

Best for:

• CX priority
• Mid-career recruitment
• Flexible response needed

Method 3: Evaluation Sheet + Random Order

How it works:

1. Randomly decide interview order
2. Thorough evaluation sheets (reduce bias)
3. Fill out evaluation immediately after interview
4. Absolute evaluation, not relative

Evaluation sheet example:

【Evaluation Items】(5-point scale each)
1. Communication ability
2. Logical thinking
3. Experience/skill fit
4. Motivation/enthusiasm
5. Culture fit

【Evaluation Criteria】
5: Far exceeds expectations
4: Exceeds expectations
3: Meets expectations
2: Somewhat below expectations
1: Far below expectations

※Comparison with other candidates prohibited
※Fill out within 5 minutes after interview

Merits:

• Minimize bias
• Fair evaluation
• Mitigate order effects

Demerits:

• Requires interviewer training
• Effort to create evaluation sheet

Recommendation: 5/5

Best for:

• Evaluation quality priority
• Large company recruitment
• Structured interviews

Method 4: Rotation (Multiple Days)

How it works: Day 1 first → Day 2 last Day 1 last → Day 2 first

Implementation example:

【1st Interview】
#1: A
#2: B
...
#10: J

【2nd Interview (7 passers)】
#1: J (1st interview last)
#2: I
...
#7: A (1st interview first)

Merits:

• Long-term fairness
• Multiple interviews offset advantages/disadvantages
• Can see candidate growth

Demerits:

• Requires multiple interview rounds
• Complex management

Recommendation: 3/5

Best for:

• Multiple interview rounds
• Management position recruitment
• Careful selection needed

Practical Example: Mid-Career Recruitment (30 Candidates)

Preparation (1 Week Before)

Step 1: Collect Preferred Time Slots

【Interview Schedule Coordination Request】

Conducting 1st interviews on following dates.
Please select preferred time slot.

【Date】
March 15 (Fri) 9:00-17:00

【Preferred Time Slot】(multiple selection OK)
□ Morning (9:00-12:00)
□ Afternoon (13:00-17:00)

Response deadline: March 8 (Fri) 5PM

Step 2: Lottery by Time Slot

• Morning preference: 15 people
• Afternoon preference: 12 people
• Either OK: 3 people

Step 3: Conduct Lottery

1. Lottery for each time slot using Amida-san
2. Assign "Either OK" 3 people to less crowded afternoon
3. Finalize results

Interview Day

Before Interview:

【Notes for Interviewers】

1. Absolute evaluation (don't compare with other candidates)
2. Fill out evaluation sheet within 5 min after interview
3. Always conscious of evaluation criteria
4. No preconceptions

Interview Execution:

• 30 min per person
• 10 min break (fill evaluation sheet)
• Next candidate

After Interview:

• Evaluation meeting after all interviews
• Discuss based on evaluation sheets
• Don't consider interview order

Notice to Candidates

【Interview DateTime Notification】

Thank you for your application.
Notifying 1st interview datetime.

【DateTime】
March 15 (Fri) 14:00~14:30

【Location】
HQ 3F Conference Room A

【Interview Order Decision Method】
To ensure fairness, randomly decided within preferred time slot.
Providing equal opportunity to all candidates.

Please contact us with any questions.

Tips to Improve Candidate Experience (CX)

Tip 1: State Interview Order Decision Method

Explanation to candidates:

【About Interview Order Decision】

To provide fair opportunity to all candidates,
our company decides interview order by following method:

1. Ask preferred time slot
2. Randomly decide order within each slot
3. Use high-transparency lottery tool

To prevent advantages/disadvantages by interview order,
we clarify evaluation criteria and enforce absolute evaluation.

Effect:

• Improved candidate satisfaction
• Appeal company transparency
• CX improvement

Tip 2: Consider Waiting Time

For candidates arriving early:

• Comfortable waiting room (WiFi, power, drinks)
• Prepare company materials
• Inform estimated wait time
• Staff regular check-ins

For late time candidates:

• Don't show interviewer fatigue
• Engage with same enthusiasm
• End on time (don't let previous interviews run over)

Tip 3: Provide Feedback

To unsuccessful candidates:

【Selection Results Notification】

Thank you very much for your time.
After careful consideration, unfortunately...

【About Evaluation】
In the interview, following points were evaluated:
- Communication ability: Meets expectations
- Logical thinking: Exceeds expectations

Following points mentioned as improvement areas:
- Industry knowledge depth

Hope this helps your future career.

Effect:

• Support candidate growth
• Improve company image
• Potential referral recruitment

FAQs

Q1: Isn't application order fair?

A: Application order becomes "first come, first served," disadvantaging people with slower information gathering. Also affected by psychological bias. Random is fairer.

Q2: How to address interviewer fatigue?

A: Following measures effective:

• Limit daily interviews (max ~8)
• Adequate lunch break (1 hour)
• Multiple interviewers (rotation)
• Clear evaluation criteria for mechanical judgment

Q3: Should we disclose lottery method to candidates?

A: Yes, disclosure improves transparency and enhances CX. Also connects to company image of "conducting fair recruitment."

Q4: Usable for online interviews?

A: Yes, actually better suited for online interviews. No travel time allows flexible scheduling.

Q5: Effect on reducing offer declines?

A: Direct effect limited, but "fair recruitment process" increases candidate trust, indirectly improving offer acceptance rate.

Summary: Securing Excellent Talent Through Fair Recruitment

Interview order can affect evaluation. Important to ensure fairness and improve candidate experience.

Success points:

1. Randomly decide interview order
2. Consider preferred time slots (CX improvement)
3. Enforce absolute evaluation with evaluation sheets
4. Explain decision method to candidates
5. Adopt mathematically fair methods

Especially, lottery using Amida-san:

• High transparency
• Candidates easily satisfied
• Permanent URL storage/verification
• Free, easy implementation

Try it at your next recruitment interview.

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Related articles:

• Fair Role Assignment Methods
• Presentation Order Decision Methods
• Ladder Lottery Mechanism and Fairness
• Mathematically Proven Fairness