Part 1: Advance Preparation
1. Identify your interview/selection panel
Selection Panel make up: Ensure that your panel is fit for purpose
Chair of the Interview/Selection Panel: Each panel should have an identified chair. The Chair of the Interview Panel should have undertaken the mandatory Chairs of Interview Panel training programme. Details of the programme and lists of trained chairs by faculty are available from the right hand link.
2. Setting the context of the interview within the selection action plan
The interview/selection panel should agree
- the range of methods of assessment to use to address all areas of the person specification, see guidance on other forms of assessment in righthand links
- the contents of each assessment and the criteria to be assessed
- value weighting for each assessment
- the route for providing feedback to the panel from all the tests
- the scheduling of the different events
3. Interview Content Preparation
Building a Question Framework for the interview
The aim of each interview/selection panel is to
(i) review each candidate´s ability to meet the criteria identified as needed for the role
(ii) to explore further with the candidates elements of their CV/application, in order to gain a full assessment of the individual.
To achieve this through a robust and rigorous process, the panel will need to have a prepared framework of question to ensure that the key areas are covered effectively in the interview time available. The interview is also an interactive event and all panel members should feel confident that it is appropriate to probe candidates further in response to any of their answers if the panel need further clarification or detail on any point.
Types of question to use
Aim to use a balanced range of different types of questions as each will achieve a different goal.
4. Contacting shortlisted applicants
Invitation for Interview
Date of selection action
Set a date for interview and selection tests which allows you sufficient time to undertake all preparatory planning to ensure a quality event and gives the candidates sufficient notice to attend.
Timetabling your running order
Draw up a realistic timetable for the day which allows for the interview plus all other elements of testing. Build-in time after each interview for the panel to make notes and have comfort breaks.
Consider where candidates will be travelling from and managing costs associated with the selection process see right hand links for further guidance.
Contacting candidates via e-Recruitment
All candidates apply on-line via e-Recruitment and provide an email address for future correspondence with us post-closing date. All applicants should receive confirmation of whether or not they will be progressing to the next level of selection action in a timely manner via email. E-Recruitment provides you with editable templates for both scenarios and the facility to correspond with multiple candidates in a single transaction.
Essential content for the invite:
Information for the candidate
Action by the candidate
Specify a named contact and date by which you require all candidates to confirm the following:
Provide information about interview expenses that candidates can claim where appropriate. Guidance Note for Candidates and expenses claim form available from right hand link.