All candidates should receive at least 7 days’ notice of the interview. Hiring Managers should provide interview details to the Human Resources (HR) department in a timely way so that applicants can be well prepared for interview.
All interview panels should have at least two members to ensure objectivity. The chair of the interview panel will normally be the Appointing Manager. Where interviews for specialist or senior clinical positions take place, the Appointing Manager may wish to include an outside assessor. At least one member of the interview panel must have attended recruitment and selection training.
The interview panel should meet at least 20 minutes prior to the interview to discuss the structure of the interview and the questions each panel member will ask. Depending on the seniority of the post, interviews should last between 30-60 minutes. If any other method of selection (e.g. a test) or a tour has been arranged, candidates will be notified in the interview letter.
Interviews should take place in a quiet room away from ringing phones and disruptions. Panel members should ensure other members of their department/colleagues know they are interviewing so that they are not interrupted.
The HR Department will circulate the interview papers to all panel members electronically at least two working days before interviews are due to take place, unless alternative arrangements have been made. Managers should ensure they have checked the relevant documents such as passport, NI number, and any qualification certificates before the candidate leaves.
It is vital to have a written record of what took place during an interview to avoid final assessments being subjective, to help remember candidates and to compare candidates answers. At least one member of the panel should take notes during the interview. Candidates should be told at the start of their interview that notes will be taken.
Panel members will also have the Interview Report Form against which they can determine whether or not individuals have or have not met the essential and desirable criteria from the person specification.
Although it is recommended that the panel reach a consensus on their decision to appoint, ultimately the decision resides with the Appointing Manager.
The completed Interview Decision Form should be sent with all notes, selection test information, interview questions and the application forms to the HR Department.
Upon receipt of the documentation the HR team one working day later will issue a conditional offer of employment, subject to employment checks to the candidate.