What should an employer do with interview notes after the position has been filled?

Answer 1

keep them as reference. If the person you hired doesn't work out, you can possibly go back to them for another candidate. Also, if the position ever becomes open again, they may be useful for the next hiring process...even if its years later and you are not the interviewer. (in some cases, especially then).

Answer 2

If the position was strictly a new hire, and not a promotion from within, there is no legal requirement for you to keep them, however they may be useful should the person hired not work out, and you need to repeat your search.
There is a small chance that you could be sued for discrimination by a party that did not get the position on a new hire, but not likely. The rules of proof in such a case are onerous to the plaintiff. You need not have corraboration of your methodolgy in that case, but if you have well thought out comments of each candidate then it would be helpful to have that as backup. If on the other hand your notes could be interpreted as discriminatory, shred them now.

Answer 3

File them with the application. If a different position or even the same position comes available in a short amount of time, you may be able to save some time and money by knowing something about a few candidates that might show up. Or you may be lucky enough to already have choice #2.

But then after a reasonable period of time, I would shred them.

Answer 4

Although note-taking in the employment interview is highly recommended, little research has examined its effects. This study investigated the effects of note-taking styles, review of the notes, and content of the notes on participants' cued recall of information and decisions made from videotaped employment interviews. Note-taking increased recall accuracy but not judgment accuracy. Being able to review notes resulted in increased judgment accuracy for those taking conventional-style notes. The content of the notes also had important implications for conventional note-takers, suggesting some benefits of recording notes using the key-points style. The findings suggest that the act of note-taking may be more important for memory and legal reasons than for improving the decisions made by interviewers.

Answer 5

Well, basically interview notes are made for the references and assesment purpose. However, in most cases employer would dump the interview notes of not-selected list to the recycle bin and just keep the one of the selected candidate for their record and future reference purposes.

Answer 6

Keep them until you haev determined the person is right for the position. If you have to dump him then use the notes to make more calls. You should shred them after a few months anyway.

Answer 7

File them with the applications. Another position might come available or the one hired might not work out. Applications are generally kept on file for 3-6 months.

Answer 8

Good question, maybe best of the day! Look forward to the answers.

I guess he should file them with the CV, in case his new employee turns out to be not suited to the position, so he has a detailed list of other possible candidates.

I know lost of people will say they should be destroyed though....

Answer 9

Keep them on file witht he resume until such time as said resume is shredded. Unless, of course, you have no interest in the person for a future position. Then shred the whole file.

Answer 10

Send them to the applicant inside of a sympathy card with crushed rose petals and a Sacagewea dollar.


Just kidding. Toss them or else you're just being a pack rat.