The interview is the opportunity for the selection panel to meet candidates and to probe their experience and skills.  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 the Swansea University.  The panel should aim to make the process as positive an experience as possible for all candidates by treating them fairly and courteously.  This will not only affect the candidates’ performance but will create a good impression of the University.

Members of the selection panel should receive the applications in advance, together with the job details and the person specification, and have made themselves familiar with the job and the applications.  The object of the interview should be to give the candidate the opportunity to demonstrate how they meet the requirements of the job.  The questions should be designed to allow panel members to judge a candidates ability to perform the duties as outlined in the job description and to meet the requirements as outlined in the person specification. 

A cardinal rule is that questions must not be asked which are or might be perceived to be related to the race, gender, age, religion, sexual orientation or disability of the applicant.  For example, a woman should not be asked whether she can make arrangements for looking after her children. A question of this type could lead to a claim of discrimination to an Employment Tribunal.

All candidates should be made familiar with the working hours and other arrangements of the vacancy and it should be left to them to decide whether they can comply with them before accepting the offer of the post. 

Suggested questions or questioning areas should be prepared in advance by the Head of the Department and copies provided for all panel members for discussion before the interviews.

The Head of Department should base the questions upon the criteria identified in the person specification.  The questions should follow a logical sequence so that the dialogue flows naturally.

Whilst you are asking questions within an agreed framework, do not miss the opportunity to probe important or uncertain points or ask follow up questions for clarification or to explore the response.

Notes of the interview

Notes of the interview process are very important as a record of the event and to justify the decision.

Forms will be provided to all members of the panel to record their opinion on each candidate in relation to the criteria ( Interview Panel Form and Interview Candidate Notes ).

A summary sheet will be produced by the Chair at the end of the discussions to record the final agreed decision. This will also record the composition of the interview panel, the questions asked of the candidates, any conflict of interests and the reasons for the selection of the most suitable candidate. Recruitment - Panel Score Summary (L9160)

Care should be exercised where a member of the selection panel is also the manager of one or more (but not all) of the candidates.  In such circumstances the member of the selection panel should not be able to speak specifically on behalf of those candidates as part of the selection process as this could lead to bias.  Instead written references in respect of all candidates should be provided.

KEY POINTS

Practical points

• It is important that candidates are met on arrival at the University, or have clear directions to the interview room.
• If candidates are being asked to report to a main office/reception then ensure the receptionist is prepared for this. 
• Decide if you will offer tea or coffee and be consistent – offer the same to all candidates. 
• Everyone who has contact with the candidates has an important role to play in ensuring the experience is fair, comfortable and organised.

Questions

• Keep the questions clear and simple, avoiding ambiguities or multiple questions.
• Ask open questions which require the applicant to provide full explanations, eg ‘why’, ‘how’, ‘what’, ‘describe’, ‘how do you feel about’.
• Ask the applicant to provide examples to back up their statements, eg please give one or two examples of problems you have resolved in your previous job and explain how you did it.