Guidance notes for Chair of Panel

Responsibilities of the Chair


  • Promote fairness and open competition at every stage
  • Ensure that key decisions around candidate selection are objective, based upon the person specification and that these decisions can be justified
  • Ensure the University’s Equality and Diversity policy is adhered to and that no discriminatory behavior takes place
  • Be aware of the University’s Codes of Conduct
  • Be the University’s lead witness should a selection decision be challenged in an employment tribunal.
  • It’s recommended that Chairs have attended the Selection, Interview and Unconscious Bias training course

Selection panel


  • Ensure that selection decisions are taken against the person specification and in line with the University’s equal opportunities standards



  • All panel members conduct a fair, objective and confidential assessment of each candidate’s suitability for the role
  • Assessment criteria, processes (interview questions/tests/tasks etc.) and feedback are fair, reliable and consistent
  • Panel’s consensus score for each question for each candidate is recorded and returned to the recruitment team, along with all notes made in the interview
  • That evidence of a candidate’s Right to Work is certified at interview stage, therefore preventing any unnecessary administrative delay at appointment stage

Offers / feedback

  • After interview, the Chair or nominated panel member should make the offer to the successful candidate***
  • An offer of employment should be made subject to standard pre-employment checks
  • Once an offer has been accepted, contact the unsuccessful candidates and notify them of the outcome and provide feedback (ideally within 2 working days of the interview)
  • For internal candidates - unsuccessful internal candidates should be able to receive verbal / face to face feedback if requested

***Additional points to consider if appointing international candidates:

The UK operates a new points-based system for the Skilled Worker Visa and this now applies to EU as well as non-EU candidates If you plan to offer the role to an international candidate who will need a visa to work in the UK please contact your Recruiter before making the offer. We will need to check the job and candidate are eligible for sponsorship for the New Skilled Worker Visa or the Global Talent visa

Deciding starting salary

  • The Chair and/or Recruiting Manager should discuss the starting salary to be offered to the preferred candidate.
  • Normally this should be the bottom point of the salary scale.  If there is evidence to support someone being offered a salary which is higher than the bottom of the band please contact your HRBP/Advisor to discuss this and to obtain approval

 Additional things to consider

  • Available Funding - the salary range for appointment approved on the e-SR1 (i.e. an appointment may not be made above the highest point for which funding is available without further consultation with your HRBP
  • Comparability within the University and the Faculty/Service - with existing staff of similar relevant experience and skills
  • Salary increments - Subject to satisfactory performance and a minimum of six months’ service in the grade, increments are payable on 1 August each year until the top normal progression point of the grade is reached.  Progression into and through the contribution points is subject to performance in the role