How to Build the Right Interview List for an Information Management Assessment

Start With Leadership, Then Build Outward

Selecting the right people to interview is one of the most strategic steps in any information management assessment. Whether you’re internal or external, you can’t simply wander the halls asking people about their records. This is a formal process that begins with leadership alignment — typically with a general counsel, CIO, or department VP.

“Interview selection is the first real act of change management.”

Once leadership understands the purpose of the assessment, they can help identify the right starting points. But that’s only the beginning.

Expect the List to Grow — That’s a Good Thing

Some departments, like HR, naturally break into specialized functions: benefits, payroll, recruiting, labor relations, timekeeping. No single person can speak for all of them. The same is true for IT, where cybersecurity, help desk, and application owners each hold different pieces of the information puzzle.

As interviews begin, the list expands. Someone mentions another process owner. A manager points you toward a system expert. A business unit reveals a workflow you didn’t know existed. This isn’t scope creep — it’s discovery.

Why Cross-Functional Representation Matters

Information doesn’t stay in one department. It moves across business development, compliance, operations, environmental functions, permitting, manufacturing, and asset maintenance. Each group creates records essential to demonstrating compliance and running the business.

“No single person knows how information flows across the entire organization — and that’s exactly why interviews matter.”

For more on this topic, listen to What Counts by TrailBlazer Consulting, Episode 5.