Objectives of Interview are:
- Verifies the information obtained through application form and tests.
- Helps to obtain additional information from the applicant otherwise not available.
- Gives the candidate necessary facts and information about the job and the organization.
- Helps to establish mutual understanding between the company and the candidate and build the company’s image.
The process of interview calls for the manager who is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used. The manager must then notify HR of these arrangements and HR will confirm via letter or email to the short-listed candidates the following details:
- Date, time and place of the interview.
- Instructions on how to find their way to the interview venue.
- A request that they contact the author of the letter/message if they have any special requirements in relation to the interview (related to access to the venue or any other special need related to a disability).
If appropriate, details of any test or presentation they will be required to take or anything they should bring with them (e.g. examples of work or proof of qualifications that are essential to the post). The objectives of interviewing are to appoint the best person for the job based solely on merit and suitability. The recruitment and selection framework achieves this by using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria. At the interview, each candidate should be treated consistently. To achieve this, the panel should:
- Ask the same initial questions of each candidate.
- Supplement their understanding of the candidate’s responses by following up questions as appropriate.
- Be consistent in allowing access to presentation material, notes and so on.
- Not allow any discriminatory questions, harassment, or any other conduct which breaches the equal opportunities policy or code of conduct.
- Ensure that in the case of disabled candidates, the necessity for any reasonable adjustments that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided.
- Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection process.
- Keep records of interviews and the reasons for decisions returning this information to HR for filing (and disposal six months later). Panel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession.
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