A new year often means professional interviews!
In the professional world, there are several types of interviews, but what is the difference between the evaluation interview, also known as the annual interview, and the professional interview?
We propose distinguishing the two in the article below.
What is the difference between the professional interview and the evaluation interview?
The professional interview
It is mandatory every 2 years from the employee's start date in the company, then from the date of the previous interview. The professional interview aims to review thecareer development prospects and training opportunities. This interview concerns all employees and all sectors of activity, regardless of the type of employment contract, whether it's fixed-term, permanent, or a professional training or apprenticeship contract.
The purpose of this interview is to define development prospects by assessing the collaborator's career path. The professional interview must also be conducted upon an employee's return after a long absence, such as returning from maternity leave, parental leave, adoption leave, sabbatical leave, or after being on sick leave for more than six months.
For the record, the professional interview emerged in 2003 but wasn't initially part of the law. It appeared in legal texts and has been mandatory every two years since 2014, along with asix-year review.
However, failure to conduct these interviews can lead topenalties.
The evaluation interview
The evaluation interview, unlike the professional one, isnot mandatory, but can be conductedonce a year between the employee and the manager. This interview is seen as amanagerial support, it does not take the same form and is much more personalized than its counterpart.
It aims to provide an assessment of the past period and set objectives while conducting anevaluation of the employee's work quality.
The evaluation interview is increasingly considered infantilizing, with many considering its removal in favor of more modern management. However, it is often during this interview that employees can negotiate their salary and discuss their future aspirations.
How, where, and when should they be implemented?
Both interviews should be conductedduring work hours, oncompany premises. Only those who face difficulties, depending on their sector, can outsource these conditions.
Typically, consider that this type of interviewlasts an hour with each employee.
The professional interview
The logistics of the professional interview are a legal obligation and stipulated in the employment contract, with the works council (CE) needing to be informed. The organization of the interviews, dates, and interview framework must be detailed.
First and foremost, it's important toinform your employees, for example, via email, within a reasonable timeframe, and provide a document outlining the interview process so they can prepare.
The summary of this interview is synthesized, and a copy is given to the concerned employee.
The evaluation interview
The employer mustinform their employees of the scheduled interview date. This notification can be oral but is preferably written. The employer, or manager depending on the company's size, may ask the employee toconduct a self-evaluation. They should be able to provide them withan evaluation grid, which will serve as a guide during the interview.
The employer lists the employee's strengths, potential areas for improvement, and revisits past ones to see if they have been achieved. The employee can review the tasks assigned and their outcomes.
If it involves a new employee, the employer can also refer back to the job description that detailed the tasks of this position.
For your information, the evaluation interview must not haveany discriminatory criteria, and the employer must not ask forany information about private life. As for the employee, they cannot refuse to attend this interview at the risk of being sanctioned by their employer and should not be assisted by a staff representative during the interview. The employee can contest their evaluation interview and appeal to the Labor Court.
Once the interview is completed, the employer is not obliged to provide the evaluation report unless required by the collective agreement or if the employee requests it. Additionally, the information exchanged during this interview remains strictly confidential.
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To go further
To help you prepare your professional interview, you can call upon the services of acareer development advisor (CEP) for free.
You can also approach yourskills operator (OPCO), as some have created guides, brochures, or even professional interview models.
