Interviews

The interview is the main opportunity for a panel to assess whether an applicant meets the requirements of the post as detailed in the job advert, job profile and person specification. For fairness reasons, a consistent approach to interviewing must be applied.

Interview dates should be identified at the start of the recruitment process prior to the interview date. The selection panel should prepare and document the interview questions which should be based on the essential criteria as detailed in the person specification table from the job profile.

The manager is responsible for moving the successful candidates to the correct phase and state on Fusion prior to setting up the interviews. Interview slots are created on Fusion by the Hiring manager (see guidance) and the candidates sent an email detailing interview requirements and inviting them to select a slot.

The selection panel must use the same core questions for all candidates; however, different supplementary questions can be asked to individuals to fill any gaps in the information given.

Interviewers must avoid asking questions that could lead to discrimination or that relate to any protected characteristics such as age, health, relationship status, caring responsibilities, or ethnicity.

The interview scoring form should be used to document the interview scores for each candidate and identify the successful candidate. The recruitment team should be notified of the successful candidate, and the hiring manager should update Fusion so that the unsuccessful candidates are notified in a timely fashion.

For external candidates only, managers are required to complete the Asylum and Immigration Form at the interview stage. The completed form and the candidate's endorsed identification documents should be forwarded to the Recruitment Team when confirming the successful candidate(s).

Only when this has been received and verified and the candidate has accepted the offer will the offer management process start and the relevant pre-employment and statutory checks for the post will be undertaken.

If the checks establish that an applicant is not permitted to work, the Chair of the Panel should not advise the candidate that they are successful and should seek further advice from the Recruitment Team (01698 454667) or the Home Office Employers’ Helpline (0300 790 6268).

The chair of the panel must retain all the information securely for a period of 6 months.