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Tag: talent acquisition

ServiceNow World Forum Amsterdam 2026: Agenda, Speakers and Getting to RAI

Posted on by Thmida Miah

ServiceNow World Forum Amsterdam is at RAI on 28 October 2026. Free, 8:30am to 6pm, and it is eight days after London.

That gap matters more than it sounds. If you are in the Benelux region or you cover Europe, you can realistically do both, and the two days give you a noticeably better read on the year than either one alone. London is the bigger room. Amsterdam is where you get closer to the people running things.

The essentials

When to register

Registration is open now and it is free. ServiceNow has not announced a closing date, but capacity is capacity and the better breakouts go first. Register, then go straight into the session catalogue and book what you want rather than deciding on the morning.

RAI has its own stop on the Amsterdam metro and a direct train from Schiphol takes around fifteen minutes. If you are flying in for the day, it is one of the easier venues in Europe to reach.

The shape of the day

Badge pickup and expo from 8:30am. Keynote 10:00am to 11:00am. Expo and breakout sessions run through to 5:00pm, the closing session is 4:00pm to 5:00pm, and the networking reception runs 5:00pm to 6:00pm.

The running theme this year is “AI that works”, built around AI Control Tower. The hands on labs let you build and test your own AI agent rather than watch a demo, which is the difference between understanding something and being able to say you have done it.

Who is speaking

Gaurav Rewari, Executive Vice President and General Manager for Data and Analytics Products at ServiceNow, is the name to note if data strategy is your concern. Jayney Howson, Chief Learning Officer, is also speaking, and Rumailah Burden, Advisory Solution Consultant on Employee Workflows, is worth catching if HRSD is where your roadmap is heading.

As with every one of these, the customer sessions tend to be more useful than the product ones. A vendor tells you what is possible. A customer tells you what it cost and how long it took.

The language problem nobody puts in the job spec

Here is the thing that makes hiring in the Netherlands harder than the headline numbers suggest, and it is the same story in Germany.

Clients want the best ServiceNow people they can get. They also want them to speak Dutch. Both of those are reasonable on their own. Put them together and you have cut the available pool down enormously, because the ServiceNow skills you need and native Dutch do not overlap nearly as often as people assume.

We have this conversation constantly. A client describes a role, we go and find genuinely strong candidates, and then the Dutch requirement rules out most of them. Sometimes that requirement is real, because the users they support work in Dutch and there is no way round it. Often it is not, and it is there because it has always been there.

The question worth asking before you open a role is a simple one. Who does this person actually talk to, and in what language? If the answer is an internal English speaking platform team, the language requirement is costing you months and probably money. If the answer is Dutch speaking end users all day, it is real, and you should plan for a longer search and a higher number.

Amsterdam is a good place to test that, because you will be standing in a room full of exactly the people you are trying to hire.

What this means if you are hiring in Europe

Beyond language, two patterns we see consistently. First, companies that recruit for these roles in house take significantly longer, mostly because the niche is narrow enough that generalist recruiters do not know who is who. Second, salary expectations in this market move faster than internal banding cycles, so offers get built on numbers that were accurate eighteen months ago and then get declined.

If you are planning a hire for Q1, the useful thing to do at Amsterdam is not to collect CVs. It is to work out what the going rate actually is before you write the business case.

Getting value out of the day

Plan your sessions in advance. Pick three you will not miss and leave the rest loose.

Bring specific questions. The vaguer the question, the more generic the answer.

Stay for the reception. The hour from five is where people stop presenting and start talking.

Follow up inside two days. Everyone means to. Almost nobody does, which is exactly why it works.

If you cannot make it

ServiceNow typically publishes keynote and selected session recordings afterwards. The keynote is the one to watch back, because it sets the tone for the following twelve months of product messaging and, eventually, of job specs.

Common questions

Is it really free? Yes. Registration costs nothing. You pay for travel and your own time.

What language are sessions in? Mostly English. Amsterdam draws a pan European audience and ServiceNow runs it accordingly.

Can I attend if we are not a ServiceNow customer? Yes. Plenty of attendees are evaluating the platform or work for partners.

How early should I arrive? Badge pickup opens at 8:30am and the keynote is at 10:00am. Arriving by 9:15am gives you time to get a badge, get coffee and get a decent seat.

Can I do London and Amsterdam? Yes, they are eight days apart. London is the 20th, Amsterdam the 28th.

Thinking about your ServiceNow team for 2027?

We recruit ServiceNow professionals across Europe, and most of our conversations at this time of year are with people planning headcount for the new year rather than filling something urgent.

If you want a straight read on what your roles are worth, how long they are realistically taking to fill, and whether that language requirement is helping or hurting you, book a call. No pitch, just the market as we are seeing it.

ServiceNow World Forum Paris 2026: Agenda, Speakers and What to Expect

Posted on by Thmida Miah

ServiceNow World Forum Paris is at Paris Expo Porte de Versailles on 2 December 2026. Free, 8:30am to 6pm, and it is the last World Forum of the year.

That last point is the reason to go. By December, the announcements made back in May at Knowledge have had six months to meet reality. The customer sessions in Paris are the ones where people tell you what actually shipped, what got quietly shelved, and what it really cost. If you only go to one World Forum and you want substance over launch energy, this is the one.

The essentials

When to register

Registration is open now and it is free. No closing date has been published. Paris is in December, so there is more runway here than on the October events, but the session catalogue is worth a look early because the speaker line up firms up four to six weeks out and the good breakouts book up once it does.

Porte de Versailles is on Metro line 12, with tram T2 and T3a also stopping there. From Gare du Nord it is about half an hour. If you are coming from London on the Eurostar, a day trip is tight but doable.

The shape of the day

Badge collection and expo from 8:30am. Opening keynote 10:00am to 11:00am. Expo floor and breakout sessions until 5:00pm, closing session 4:00pm to 5:00pm, networking reception 5:00pm to 6:00pm.

The themes are AI Control Tower, autonomous agents, and practical AI across both private and public sector. Security gets more airtime this year through Armis and Veza. There are hands on sessions where you build and test your own AI agent.

ServiceNow has not published the full speaker list yet. The opening keynote is billed around ServiceNow leaders and customers talking about AI in their own businesses, and the detailed line up usually firms up four to six weeks out. Worth checking back in late October.

A practical note on language

Sessions at Paris run in a mix of French and English. The keynote is generally English with translation available, and breakouts vary. If your French stops at ordering lunch, check the session language when you build your agenda rather than finding out at the door.

What this means if you are hiring in France

The French ServiceNow market has its own character. The partner ecosystem is well established, a lot of the strongest people sit inside large integrators rather than end users, and moving between the two is less common than it is in the UK.

What that means in practice is that if you are an end user trying to hire directly, you are fishing in a smaller pond than the headline numbers suggest, and you are often competing on things other than salary. Flexibility, the actual work, and whether the role has a real roadmap behind it matter more here than they do in some other markets.

The language question comes up here too. We see it most sharply in the Netherlands and Germany, where clients want top ServiceNow skills and native Dutch or German in the same person, and the two do not overlap as often as anyone would like. How hard a requirement French is varies a lot by employer, so it is worth pinning down early. Ask who this person actually talks to day to day, and in what language. If the answer is an internal English speaking platform team, you have just widened your pool considerably.

It also means December is a genuinely useful month to have these conversations. People are thinking about the year ahead, budgets are being set, and the ones who are quietly unhappy have usually decided by January.

Getting value out of the day

Pick your sessions before you go. Three priorities, everything else optional.

Bring the problem you are stuck on. Specific questions get specific answers.

Stay for the reception. The useful part of the day starts at five.

Follow up within 48 hours. While you are still a face and not a business card.

If you cannot make it

ServiceNow usually publishes the keynote and selected sessions afterwards. Given Paris closes out the year, the December keynote is a reasonable shortcut if you want one view of where the platform ended up in 2026 without watching all nine events back.

Common questions

Is registration free? Yes. The event costs nothing to attend.

Are sessions in French or English? A mix. The keynote is generally English with translation, breakouts vary. Check each session when you build your agenda.

Can I attend if we are not a customer yet? Yes. A good share of the room is evaluating, or works partner side.

Will sessions be recorded? ServiceNow usually publishes the keynote and a selection of sessions afterwards, though not everything.

What time should I arrive? Badges from 8:30am, keynote at 10:00am. Get there by 9:15am and the morning is unhurried.

Planning your ServiceNow hiring for 2027?

December is when most of our client conversations turn into January vacancies. If you are working out headcount, trying to understand what the roles are actually worth, or wondering why your last search took five months, we can give you a straight answer.

We recruit ServiceNow professionals across Europe and we do nothing else. Book a call and we will tell you what we are seeing.

How to create an ATS Friendly CV?

Posted on by Thmida Miah

How to create an ATS Friendly CV? Linking Humans

How to create an ATS Friendly CV?

The first step in being recruited into a ServiceNow role is getting your customised CV before a hiring manager or recruiter. Unfortunately, this process isn’t always as simple as it seems.

As ServiceNow companies look for ways to simplify and digitise the hiring process, many are turning to technology for help. A.T.S. systems, or Applicant Tracking Systems, can help recruitment agencies and teams sort through the applications for each role. Unfortunately, 70% of job applications fail to pass the A.T.S. test. 

While an A.T.S. system can save a company a lot of time searching for the right talent, there are endless ways the technology can trip ServiceNow candidates up. 

Here are some of the best strategies to make your CV/resume A.T.S. friendly.

1. Choose the Right CV format

Formatting is one of the most important factors in ensuring your CV is ATS-friendly. Your information needs to be well-organised and easy for the technology to scan through. 

Reverse chronological is the most commonly recommended formatting option for most C.V.s. This is the go-to for most ServiceNow recruiters, as it places the most important information (your ServiceNow work experience) at the top of the page. 

Reverse chronological formatting also ensures the most relevant and recent information appears on your CV before anything else. 

2. Find the Right File Type

The file type is the document you use to send your CV to a ServiceNow or recruitment company. When applying for a role, you might see requests for specific file types on the job description. Usually, the versatile option is the PDF, as it can be read by most A.T.S. software.

PDF files are excellent for maintaining the formatting and design of your CV/resume. However, some older applicant tracking models cannot read PDFs. In this case, your would-be employer might ask you to submit a .doc file. 

Make sure you read the instructions carefully to ensure you’re using the right file type.

3. Use a Simple Layout

Simplicity is often important for any CV, particularly in the ServiceNow environment, where business hiring managers and recruiters spend hours going through hundreds or even thousands of applications. 

A simple CV layout will be easy to read, with bulleted lists highlighting your achievements. 

Avoid using complex graphics or extra formatting to make your CV look more impressive. Fancy templates can be scrambled by the A.T.S. technology, which may make your CV harder to read and even get your application thrown out by the system.

There are special A.T.S. templates available online if you’re stuck. 

4. Use Keywords

Excellent CVs/resumes and cover letters for any ServiceNow role should be tailored to suit the position’s specific requirements. Ensure you look for important keywords listed in the job description that the A.T.S. software might be looking for in your application. 

For instance, skills related to a specific role are often one of the first things your A.T.S. will look for. If you need a certain certification or degree to be suitable for a certain role, include those words on your CV. 

It’s also worth using plenty of action words in your resume because this helps to highlight things you’ve accomplished. Try terms like “created” or “solved”. 

Don’t just throw keywords in at random, though; remember to ensure the terms you use make sense in the context of the application. Remember: A human will still read your CV after the A.T.S.

5. Don’t Apply for Too Many Roles At Once

A.T.S. tools are designed to find the best possible person for each role. With that in mind, it’s worth thinking carefully about whether you’re the right individual for the position you’re applying for. If you don’t have any of the skills the company is asking for in a job description, you’re not going to pass the A.T.S. test. 

Similarly, applying for multiple jobs with the same company could lead to the technology labelling your application as spam. 

Even if you get through to the human review stage with one or two applications, sending too many job applications to the same ServiceNow company can make you look like you’re desperate for any role rather than applying for the right position.

6. Don’t Game the System

As A.T.S. systems become increasingly popular worldwide, there has been an increase in people attempting to “game the system” or find ways to outsmart the technology. 

Although you might be able to find a handful of articles and guides telling you how to improve your chances of getting through any screening process, tricking the system won’t work long-term. 

Even if you did manage to convince the A.T.S. to send your application to the next level by copy-pasting keywords from the job description into your CV, this wouldn’t get you anywhere when a human reviewed your application.

7. Don’t Just Design for Robots

Finally, it’s easy to get caught up with the complexity of keeping track of everything you need to do to make your CV technology-friendly. In some cases, you might get so focused on designing for the A.T.S. that you forget about the importance of designing for people.

Ultimately, the A.T.S. is just the first stage of the filtering process for applicants in most hiring and recruitment strategies. This means while you need to make your CV easy enough for the robots to leverage and read, you also need to ensure it’s suitable for humans.

Read through everything when you’re done editing and make sure the content still flows naturally through the page. 

Here at Linking Humans, we have been helping companies deliver permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe, and North America. We take pride in providing the best possible people to take your business forward. 

If you would like to speak to us, then use the “Request Call back’’ at the top of this page or find more ways to contact us here.

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Is your ServiceNow Team Diverse Enough?

Posted on by Thmida Miah

Is your ServiceNow Team Diverse Enough? Linking Humans

Is your ServiceNow Team Diverse Enough?

Diversity and experiencing inclusion have never been more important to ServiceNow employees.

Now more than ever, the top talent in your industry wants to work with companies capable of offering diverse, flexible, and empathetic working environments. The concept of D.E.I. (Diversity, Equity, and Inclusion) is a major factor in determining which candidates are likely to apply for your new roles and whether your existing staff will stick around.

Research consistently demonstrates diverse companies are more innovative and creative because they allow for the melding of different perspectives. According to one McKinsey study, diverse teams are 35% more likely to achieve above-average financial returns for your organisation/company.

Unfortunately, although most ServiceNow employers are beginning to recognise the need for diversity, ensuring you have a process to embrace D.E.I. can be complex. It’s easy to fall into patterns with your hiring strategies that diminish diversity opportunities. 

So, what can you do?

1. Develop an Understanding of Diversity

First, build an understanding of what ServiceNow diversity means. For most companies, diversity starts with ensuring their team members include people from different genders, races, and religions. However, it’s important not to overlook other concepts like language and personality, sexual orientation, age, and disability.

Business leaders can often struggle with diversity when they’re unsure what it means. It’s difficult to be all-inclusive when you’re unsure what kind of hidden biases might influence your hiring and promotional decisions. 

If you are uncertain about your diversity process, there are online and offline training programs available to help business leaders and hiring managers question their thought processes and improve their understanding of diversity.

Expanding your education can also help you see how detrimental a lack of diversity can be. It doesn’t only damage business creativity but can also reduce employee engagement and lead to issues with internal conflict. 

2. Rethink Cultural Fit

The concept of “cultural fit” is referenced by many ServiceNow hiring managers when looking for new candidates to fill essential roles. Companies want candidates who will blend well with the existing employees in a team.

However, hiring for cultural fit can be a subjective process if you’re not careful. It’s easy to let your perspective of this concept lead you to hire only people from a certain personality group. While it’s important to ensure everyone in your team feels like a welcome part of the talent mix, it is crucial to allow different insights and perspectives from various backgrounds.

Rather than relying entirely on the somewhat intangible concept of cultural fit, try flipping the script and asking what each potential candidate might be able to add to your culture. Focus on hiring people with shared values and ethics rather than similar personalities.

3. Constantly Check for Bias

Bias can be a serious problem in many parts of the ServiceNow hiring landscape because it is often unconscious. Sometimes, we specifically find ourselves searching for a certain kind of person to fill a role because we’re trying to match a person who held the position previously.

Other times, we might be influenced by biases that we’re not aware of initially. For instance, you might decide to hire someone because you’ve been affected by what they’re wearing or how much you like their personality.

Though hiring bias is difficult to avoid completely, it’s something you can overcome with mindfulness and some helpful strategies. For instance, using competency-based interviews with standardised interview questions can be beneficial. 

4. Improve Your Recruiting Strategy

Recruitment is often part of building a diverse ServiceNow team that business leaders need the most help with. Ultimately, it’s hard to maintain a completely objective approach to finding candidates and working through potential options. 

Some of the ways you can adjust your recruitment plans for diversity include:

  • Updating job descriptions: Rethink the language you use when writing job descriptions, and avoid words with a specific gender appeal. 
  • Casting a wider net: Listing your jobs in more places and looking for candidates in a wider range of environments can help you attract a more diverse range of talented people. You could even consider looking for people in colleges and universities. 
  • Use technology: Technology like diversity recruiting software and A.I. tools to help sort through and shortlist clients can help businesses overcome several unconscious biases. 

The easiest way to improve your recruitment strategy is to work with a dedicated ServiceNow recruitment professional who understands your specific needs and can help to give you a more objective strategy for finding new talent. 

Many specialist recruiters like ourselves are trained in D.E.I. and proactively build diverse talent pools of ServiceNow candidates; if you want to find out more about how we can help you implement a D.E.I. hiring process, get in contact with us here.

5. Remember inclusion

Once you have implemented the process of recruiting diverse members of staff for your team, the next step is ensuring everyone feels equally included in your ServiceNow team. Being more diverse is an admirable ambition for any business, but it doesn’t work if some staff members feel more valued or “seen” than others. 

Work on building a more inclusive environment by regularly collecting feedback from all staff members. Your team can offer insights into whether you’re still showing any unconscious biases. 

It’s also helpful to look at your paths for career advancement in the business. What kind of steps do employees need to take to improve their chances of a promotion, and are certain team members more likely to be considered than others?

You can even look into building your diversity and inclusion committee, which can help collect insights from other staff members and solve issues. 

Here at Linking Humans, we have been helping companies deliver permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe, and North America. We take pride in providing the best possible people to take your business forward. 

If you would like to speak to us, then use the “Request Call back’’ at the top of this page or find more ways to contact us here.

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The Complete Guide to ServiceNow Onboarding

Posted on by Thmida Miah

The Complete Guide to ServiceNow Onboarding Linking Humans

The Complete Guide to ServiceNow Onboarding


A successful onboarding strategy could be the key to providing your new team member with all the support, guidance, and insights they need to thrive in your company. 

The ServiceNow landscape has changed drastically in the last couple of years. Job opportunities are becoming more flexible with the rise of remote or hybrid work and the four-day work week.

Even the way companies find and assess new candidates for roles has evolved, with an increasing number of virtual and video interviews. 

On top of all these changes, hiring managers and employers are also facing new challenges in employee retention, with the “Great Resignation” now causing significant talent turnover. 

In a skills-short ServiceNow environment, it’s important to ensure you’re taking every precaution to not only find the right new employee but also prepare them for long-term success. 

Here are the onboarding strategies you can use to empower your ServiceNow hires.

1. Start with Preboarding

Employee “preboarding” is essentially an introductory step before the more intensive onboarding process begins. Today, as the competition for ServiceNow talent continues to grow, talented candidates are increasingly looking to work with employers who make them feel valued. 

Just as your new team member will be working hard to prove you made the right choice by bringing them on board, you want to demonstrate they’ve made a good choice by deciding to work for you. An introduction email as soon as your candidate accepts your job offer can set you off on the right track. You can even use this email to give your new employee some useful information. 

Start by welcoming your candidate onto the team, and let them know the names of some of the people they will be working with. Next, include valuable information your employee might need, such as videos showcasing information about your brand identity. 

2. Adjust the Onboarding Process for Different Roles

Certain parts of the ServiceNow onboarding process will be the same for all employees. You’ll need to introduce every new team member to the company culture in your business and the kind of values you expect them to adhere to. However, this doesn’t mean an onboarding process should be entirely one-size-fits-all. 

Adjust the steps you take in the onboarding process based on your new employee’s needs. For instance, ask yourself what kind of software and tools the team member will be using from day one, and provide them with video guidance on setting up new accounts. 

Think about the specific members of staff your new employee is going to be working with, and arrange for a video or group meeting where you can all get to know each other in an informal and friendly setting. 

Creating a streamlined and personalised process for each employee will ensure your new candidates aren’t overwhelmed by information that may not be pertinent to them when starting their new role. 

3. Focus on Inclusion

The needs of today’s ServiceNow employees are beginning to change. While all team members want access to great development opportunities, a good salary, and fair benefits, they’re also looking for an immersive company culture and a sense of inclusion within their teams. 

Today, 64% of employees say diversity and inclusion is a crucial consideration in their decision to take a job offer. As soon as a new candidate agrees to join your team, start focusing on how you include them. 

Ask new hires about their preferred pronouns and names, and introduce them immediately to the people they will be working with. Allow your employees to sit in on video meetings even before their role officially starts if you’re not going to be sharing sensitive information, and add them to your group messaging boards.

Make sure every team member feels like a crucial part of the team, regardless of whether they’re working in the office, remotely, or on a hybrid schedule.

4. Build a Plan for Development

Great onboarding isn’t just about welcoming a new ServiceNow employee into your team and ensuring they have all the information they need about your business. You should also be looking for ways to build a foundation for a long professional relationship between your company and your hires.

Around 93% of employees say they would happily stay with a company for longer if they felt their managers were investing in their careers with training and development. During the onboarding process, you can begin helping your employee see a future with your brand by working on a professional development plan together.

Set up a one-on-one meeting where you discuss what the future might look like for your new team member and what kind of goals they’d like to achieve. Discuss how you can help your employee reach new heights in their career and what your training opportunities look like.

5. Collect Feedback Regularly

Finally, the only way to ensure your onboarding process is having the right impact on your ServiceNow employees is to ask them about it. Collecting feedback is an excellent way to determine whether you’re giving your new team members all the support and guidance they need. 

Ask your new hires what they feel you did well in the onboarding process and what they would like to change if given a chance. Pay attention to productivity levels after your employees start their new role, and look at how they might change when you add further steps to the onboarding process. 

The feedback you get should guide your future onboarding strategies, helping you build a more comprehensive experience for every new hire. 

Great Onboarding Starts with the Right Hire

Remember, a great onboarding process can be a powerful tool, capable of improving new hire retention by around 82%. However, excellent onboarding processes will always start with the right hiring decisions. Improve your chances of bringing the right people on board by working with a specialist ServiceNow recruitment team like Linking Humans. 

Here at Linking Humans, we have been helping companies deliver permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe, and North America. We take pride in providing the best possible people to take your business forward. 

If you would like to speak to us, then use the “Request Call back’’ at the top of this page or find more ways to contact us here.

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Interviewing Techniques for ServiceNow Hiring Managers

Posted on by Dan Wells

Are you getting the most out of your ServiceNow interviews?

When people think about interviews, they usually focus on the candidate. The preparation, the pressure and the performance. But in reality, just as much responsibility sits with the hiring manager.

If your interview process is inconsistent, unstructured or rushed, you could easily miss out on strong ServiceNow talent or end up making the wrong hire. A good interview should help you assess capability properly while also giving the candidate confidence in your business.

Here are five practical ways to improve your ServiceNow interview process and get more value from every conversation.

The quality of your hire is often a reflection of the quality of your interview process.

1. Choose the right interview format

Face-to-face interviews are no longer the only option. In the ServiceNow market, many businesses now use video interviews, phone screening calls and remote final stage meetings as part of their hiring process.

Each format has its own strengths, so it is important to be deliberate about the approach you take.

  • In-person interviews: Great for building rapport and giving candidates a feel for your working environment. Make sure the setting is professional, welcoming and well organised.
  • Video interviews: Efficient and convenient, especially for hybrid or remote roles. Think carefully about your background, the platform you are using and how you come across on screen.
  • Phone interviews: Useful for early stage screening, but more limited when it comes to assessing communication style and presence.

The key is to choose a format that suits the role and then apply it consistently across your shortlist.

2. Avoid questions that can introduce bias

Unconscious bias can easily creep into interviews, often through casual conversation rather than formal questioning. Small talk might feel harmless, but it can influence your perception of a candidate in ways that have nothing to do with their ability to do the job.

For example, asking what someone did at the weekend may seem friendly enough, but if you happen to share similar interests or backgrounds, that can create an unintended connection that affects your judgement.

Keep your questions focused on experience, behaviours, delivery and suitability for the role. That will help you make fairer and more effective hiring decisions.

3. Use a clear interview structure

A structured interview process nearly always leads to better outcomes than an informal one. It helps candidates know what to expect and helps your team assess people more consistently.

For many ServiceNow roles, a sensible structure might include:

  • a first stage interview to assess experience, communication and overall fit
  • a second stage interview focused on technical depth, stakeholder management or relevant examples
  • a final discussion if needed before making the offer

It is also a good idea to have two people from the hiring company involved in the interview process. This helps reduce bias and gives you a more balanced view of each candidate.

For many employers, first and second stage interviews can easily be carried out over Teams or Zoom.

4. Standardise your questions

If you ask every candidate completely different questions, comparing them fairly becomes much harder. Standardised questions make it easier to assess people against the same criteria and reduce the risk of bias affecting your decision.

For each ServiceNow role, create competency-based questions that relate directly to the skills and behaviours needed for success. You might ask candidates to talk through examples of leadership, problem solving, teamwork, stakeholder management or project delivery.

It also helps to score answers against a simple framework, so you can compare candidates more objectively once the interviews are complete.

That said, structure should not mean rigidity. Good interviews still need room for follow-up questions where necessary.

Useful prompts include:

  • Tell me more about that decision
  • Why did you approach it that way?
  • What was the outcome?
  • What would you do differently next time?

5. Take notes and follow up properly

It is surprisingly easy to leave an interview feeling confident about a candidate, only to forget key details later. Taking notes during and immediately after the interview will give you a much more reliable record of what stood out.

Make sure you capture both positives and concerns, along with any scores from your standardised questions. That will make the final review process far more effective.

Notes are also useful when it comes to follow-up. A personalised response that refers back to something discussed in the interview shows professionalism and genuine interest. In a competitive ServiceNow market, that can make a real difference to candidate engagement.

Final thoughts

If your interviews are not giving you the insight or results you need, it may be time to review the process. Often, small changes in structure, questioning and follow-up can have a significant impact on the quality of your hiring decisions.

Working with a specialist ServiceNow recruitment company can also help. The right recruitment partner will do more than introduce candidates. They can also advise on interview structure, market expectations and the kinds of questions that will help you identify the right person more effectively.

At Linking Humans, we help ServiceNow partners and end users across the UK, Europe and North America hire permanent and contract professionals who can make a real impact.

If you would like to speak to us, use the request call back option at the top of this page or get in touch here.

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