Candidates may be asked to give a short presentation to the panel based on information supplied to them or on an issue relevant to the post. This is a particularly useful way of evaluating their ability to draw out the crucial points from complex information and communicate them effectively.
When developing this form of assessment consider the following:

• This type of assessment should only be used where presentation skills have been identified as required criteria within the Person Specification
• Will the candidates be asked to prepare a presentation in advance of the interview date or be required to make a presentation based on information provided on the day? Each approach has relevance for the assessment of different skills, so agree in advance which you are seeking to assess.
• Ensure that all candidates are informed in advance of the facilities which will be available to them including equipment, preparation time, time available to present, whether there will be a questions and answers within the allocated time etc as relevant.
• Assess all elements of the task and the facilities to ensure that this assessment will not directly or indirectly disadvantage any group of potential candidates.

Presentations to colleagues beyond the Selection/Interview Panel

For certain posts, predominantly academic and research, it is often a key element of the assessment process to include a presentation to a group of colleagues drawn from the recruiting department and cognate areas. Within the preparation for this form of assessment be aware of the following:

• Be clear on what topic the candidate may speak on and time limits
• Confirm with the candidate who will attend and whether there will be questions from the floor
• Without the candidates present, brief the audience in advance on the post in question and which elements of skills and abilities that you would like feedback on after the presentation. Remind the audience that questioning should be challenging, but must maintain a professional focus.
• Ask attendees to provide some form of measurable feedback which can be collated and reported back to the Interview/Selection Panel (see suggested template within downloads box to the right). If the audience is too large make it practical to request and process feedback forms from all attendees, agree a representative sample in advance and feed their input in the process.
• Where possible have continuity within the audience between candidates and as a minimum have a representative(s) from the interview/selection panel attending all presentations.
• Ensure all candidates are treated equally with regards time to present and questions from the floor etc.

Informing candidates of the selection action in advance

Candidates should always be informed of the details of all planned selection action when you email/write to candidates to invite them to attend. This communication must also invite the candidates to provide you with any adjustments or assistance that they may require to undertake the planned selection action due to disability.

Candidates with disabilities

Candidates with disabilities may require additional assistance or adjustments to enable them to undertake your planned selection action. It is important that you ask all invited candidates if they require this support at invite stage, in order that you may have the necessary support in place in good time for the date planned for interview/selection action. Requests will vary according to the individual´s request eg additional time, particular equipment needs or room lay-out etc. Treat all requests for any adjustments or assistance as priority action and work with your customary HR contact to facilitate delivery