Interviews and Candidate Assessment
Once a shortlist has been agreed, the recruiting manager should arrange the interview / selection process. When all of the arrangements are in place notification can be sent to the shortlisted candidates, usually by email and the templates are available at:: www.swansea.ac.uk
Applicants should be given reasonable notice of the date and time of the selection process and the ideal is to include this as part of the recruitment pack.
Correspondence inviting candidates is normally done by email and should ask the applicant if they have any special requirements with respect to the interview arrangements. The following wording is suggested:
“If you have a disability or any other special requirement and therefore require any special facilities to be available for the interview, please contact me with the necessary details as soon as possible.”
If candidates are required to undertake a practical test or presentation as part of the selection process they should be told of this in the invitation to interview. Details should be given on why the tests are being used and how they will fit into the assessment procedure.
The interview is the opportunity for the selection panel to meet candidates and to probe their suitability against the values, experience and skills required. It is important to remember that the interview is a two way process and that whether successful or not each candidate will take away with them their own impression of Swansea University.