The Human Resources Department will invite shortlisted applicants for interview. The invitation will give details of interview times, procedures and other information relating to the day’s arrangements. It is recommended that you spend some time prior to your interview researching both the college and the post for which you have applied. Review your own skills, abilities and experience so that you are able to present yourself clearly and provide appropriate examples to the panel.
A member of the Human Resources Department will meet candidates prior to their interview to outline the day’s arrangements.
The interviewing panel will normally consist of the line manager, a member of the team with whom the successful candidate will be working and a member of the Human Resources Department. In the case of academic and management appointments the Clerk to the Governors will consult with the Chair of the Governing Body with a view to nominating a fourth member of the panel should the Chair deem this appropriate. The interviewing panel will have undertaken general training in relation to the safeguarding of vulnerable adults and children and at least one member of each interviewing panel will have received training in safer recruitment practices.
The college will use a mixture of tools during the assessment process which may include (but is not limited to):
- group exercises
- individual exercises
- written exercises
- individual interviews
- micro-teach sessions
The assessment process will be relevant to the post and each candidate will be asked the same questions. The purpose of using a range of assessment methods is to obtain more information about the abilities of each candidate. They also offer candidates the opportunity to display their skills in a wider variety of ways than just simply attending an interview. Supplementary questions may be asked which are relevant to the original question or where a candidate’s response raises the need to clarify details for reasons relating to Safeguarding. Questions will not be asked about marital status, marriage plans or family intentions. Where it is necessary to assess whether personal circumstances will affect the performance of a job, this will be discussed objectively without questions based on marital status, children or other domestic obligation. Questions will not be asked about trade union membership or activities unless relevant to the post.
The panel will be provided with a scoring sheet outlining the criteria used in the selection process for both shortlisting and during interviewing.
A copy of all candidates scoring sheets will be kept for a period of six months from the date of interview.