Interviews and assessment
Assessment methods
Interviewing is the most common selection method, but on its own it may not be a reliable indicator of job performance.
Include additional tests or exercises to assess candidates against elements of the job that may be difficult to judge in an interview.
Job type | Method |
---|---|
Academic, research or teaching posts | You could ask candidates to deliver a seminar, give a departmental presentation or write a report |
Facilities support posts | A practical test could be used to test an individual's skills, eg for a security post candidates could be asked to watch a video of an incident and write an incident report |
Administrative posts | You could ask candidates to complete an exercise using office software, or do an in-tray exercise |
Technical posts | Candidates could be asked to diagnose faults on equipment and suggest possible methods of fixing them |
Posts involving finance | Candidates could be asked to interpret financial information or to complete a numeracy skills test |
Posts requiring supervisory skills | You could ask candidates to take part in a supervisory role-play |
Maintaining fairness
Although additional tests can be very useful, you must make sure they are carried out in a fair, inclusive and consistent manner to avoid disadvantaging any candidates.
Bear these principles in mind when designing, implementing and assessing tests:
- Give all candidates plenty of prior warning
- Explain to them the purpose and duration of the test and give clear instructions
- Have a clear understanding of what you are testing for
- Rather than making vague or subjective notes during the tests, develop a set of objective criteria that you will mark against.
- All tests should be administered uniformly
- In the same location, by the same person, with the same resources and time limits
- The tests must be designed to provide equality of opportunity for all candidates
- You should be prepared to make adaptations for candidates with a disability