Interviews

An Applicant Summary Form and a Programme Summary will be sent to the Chair and panel members, normally 2 days prior to the interview date (contact your Recruitment Administrator if these have not been received by then).

The Chair should ensure that panel members are familiar with the University’s Code of Practice on Staff Recruitment and Selection. A copy of this Code will be provided to the Chair of the panel with the applications/cvs. (See Section 6: Shortlisting for advice regarding interview format and questions).

Assess each candidate against, and only against, the published selection criteria and consider the results of any exercises.  You may wish to use the Interview Scoring Grid for this purpose.

Use the Interview Analysis form to record your decisions.

Decide on the preferred candidate, and on any reserved candidate(s).

Note – A decision not to appoint an applicant can be challenged under discrimination law at an employment tribunal.  It is recommended that a record is kept of interviews, along with the interviewers’ scoring/assessment of each applicant against the pre-determined criteria for six months after the date of the interview.

Right to Work documentation and its importance in the appointment process.

Candidates will be asked to bring evidence of their original right to work documentation and qualifications to interview plus photocopies. It is imperative that the Chair ensures these documents are collected and verified for each applicant and then scanned and emailed to the Recruitment team. Without evidence of eligibility to work in the UK, the appointed candidate(s) will not be able to commence their employment with the University. If documentation is not verified at interview stage, then the successful candidate(s) can bring it in before or on their first day. If this does not happen, regrettably the new starter(s) will be sent home without pay until they can produce evidence of their right to work in the UK. Please refer to the Right to work documents section for further information about this process.

Equality and Diversity Guidelines

When questions are asked at interview they should relate to the requirements of the job and be presented objectively.  For example, interviewers should:
• take care not to discuss issues such as unsocial hours or mobility in different ways with men and women based on the assumption that women have child-care responsibilities;
• avoid questions about child-care arrangements, in particular when interviewing female candidates, as they may be interpreted as direct sex discrimination
• be aware of the risk of subjective biases and stereotyping affecting the interviewer’s judgements.

Further guidance can be found in the Equality and Diversity section.