Conducting the interviews

Before the interviews

Panel members should meet well before the interviews to talk through the practicalities of the day. Attention to small details can help the interviews to run smoothly and ensure that both the interviewers and candidates are put at ease.

Consider the following:

• which role will each interviewer take?
• who will be responsible for each area of questioning and in what order will you run?
• do you all have access to the application forms, person specification and a supply of interview assessment forms?

If any candidates have made requests for reasonable adjustments, check in advance that these are in place. If you are interviewing in person, inform reception points that you are expecting job candidates so that they can be appropriately directed.

During the interviews

At the beginning of the interview the chair of the interview panel should:

• welcome the candidate and introduce the other interviewers
• explain how the interview will be conducted and that notes will be taken throughout
• outline how long the interview will last
• inform candidates that they will have a chance to ask questions at the end

During the interview the interviewers should:

• start off by asking less demanding questions to put the candidate at ease
• follow the sequence of questions you all decided upon and avoid jumping between topics
• think about your own body language—look attentive and interested
• avoid interrupting or hurrying the candidate; give them time to consider their responses
• remember that silence is okay! Pauses can allow time for the candidate to develop an answer; it also gives everyone a chance to gather their thoughts
• take notes. You should all fill in an interview assessment form for every candidate

At the end of the interview the chair should:

• invite the candidate to ask questions
• inform the candidate of timescales for decision making and how they will be notified of the outcome
• thank the candidate for their application and taking the time to come to interview
• complete an interview assessment summary

Verification of essential qualifications

Where a qualification or professional accreditation is an essential criteria because it is a fundamental requirement to undertake the role, relevant certificates should be checked at interview stage by the recruiting department.

Examples would include AAT qualifications for Accountancy, NEBOSH qualifications for roles in health and safety, safety certificates within trade roles or membership of the Chartered Institute of Legal Executives to act as a solicitor.