A document outlining on how to inform candidates of their decisions.

1. ASHTON SIXTH FORM
InterviewPanel Rules
The followingproceduresmustbe carried out wheninformingcandidates of interviewdecisions:
- No decisionsare made until all applicants have beeninterviewed.
- Each questionaskedhas a score givenon responses.
- The scores are totalledat the end ofthe interview.
- All interviewee’stotal scoresare combined.
- The highestscoring interviewee getsthe job.
- All candidates are sent a letterof the outcome.
- Feedbackis kepton each interviewincase requested.
- Candidatesare made aware that feedbackis available.
Additional Rules
- It is agreedthat if an interviewee scoreshighon all but a fewquestions,and in which the
questionswere the reasonthey did not get the job. The interviewee will be eitherasked
the questionsagain or the board will agree that it is fair for them to get the job
- If withina certain time periodthe interviewee thatwas successful isno longerable to
work or has lost theirjob, the nexthighestscoring candidate will be notifiedthat we
wouldlike to interviewthemto see ifthey are the right personfor the job.
Confidentiality
If candidatesare unsuccessful theyhave tobe toldinformationregardingthe distributionand
privacyof theirpersonal information.Some organisationswilldelete the data recordswhereas
othersmay offertokeepthe informationforasetperiodlongerinthe eventthatmore jobpositions
arise.Thiswaythe informationiskeptsecure andthe candidate knowswhichpeople have
permissiontouse it.
Fairness
All candidateshave tobe treatedfairlyinregardstoseatingarrangements,questionsaskedandthe
informationgivenaboutthe process.Thiswayitallowsall of the candidatestobe comparedequally
whichmakesthe processfair.Thismay alsoinclude insistingthatcandidatesare giventhe same
amountof time duringthe processasthe others.
Interviewenvironment
The environmentforthe interviewingprocesshastobe made comfortable forthe interviewees,this
meansthat issuessuchaspotential healthandsafetyrisks have tobe addressed.Anyrelevant
equipmentthatneedstobe accessedbycandidatesshouldalsobe accessible.Aswellasthisany
possible distractionsshouldbe avoidedasitmay renderthe candidatespossibilitytoperformwell.
Agreed questions
To make sure that the interviewprocessisfairforall candidatesitisessentialthatalistof questions
to be askedisagreedon. Thisalsomakesiteasierto compare.These shouldbe agreedbeforethe

2. ASHTON SIXTH FORM
processof interviewingstarts,aswell asthisif there ismore than one interviewerinthe same room
thenit will be agreedonwhoaskswhatquestions.
Checking ofpersonal information
Thisis an importantpartof the processof interviewing.The processthatthismaytake place inmay
be the informationstage;anexample of thiswouldbe where personal informationsourcesare
photocopiedforrecordsuchas drivinglicencesorbirthcertificates.Inthisprocessthe interviewer
verballyasksthe candidate toverifythe informationgivenonthe CV or applicationform.
Interviewchecklist
The majorityof interviewerswill have asetchecklistof characteristicstolookfor,theywill agree on
thisbefore the interviewingprocessstartsbutanyadditional characteristicsthattheyfeel are
importantmaybe also be noteddown. A checklistwill alsobe carriedoutforresponseson
questions,forexample if theylookingforcertainresponsestheymayhave achecklistof them.This
can helpwiththe shortlistingprocess.Candidatesmayalsouse apersonal checklist whilstpreparing
for the interviewtomake sure theyare fullyprepared.The candidatesmayalsoaskontheir
checklistanyquestionstothe interviewer.Howeveritisessentialthatthisisnotoverusedasit may
not give the bestof impressionstothe employer.
Control ofinterview
To make sure the interviewhasaflowto it,it will needtobe co-ordinatedforwhichorderandtime
the questionsare asked.Itisnot justthe interviewerthatneedstohave control;the candidate also
needsmental control astheymayfeel underpressure ininterview situations.Theyalsoneedtobe
prepared.Aswell asthistheyneedtobe physicallycontrolledsuchasgivingeye contactandhaving
the correct bodyposture.Anoutline of the formatmaybe; how longitwill lastandthe type of
questionsasked.
Decisioncriteriaand documentation
For eachstage of the processit isessential thatthe criteriafordecisionsusedare correctabout
whichemployeeisthe mostsuitable forthe job.Notesshouldbe keptonthe candidate andadded
to the documentationwhichwill helpdecideinwhowill be offeredthe job.The organisationmay
use a comparisonchart to make effectivecomparisonsbetweenthe candidateswhichwill alsoallow
themto rank theminorderof suitability.
Communicating the decision to candidates
Candidateswill needtobe notifiedof the decisionthatthe interview boardhasconcluded. Theywill
usuallybe informedof whenandhowtheywill be toldif theygetthe job.Usuallythe interviewer
will notifythembytelephone afewdaysafterthe interviewtookplace.Some intervieweesmayalso
be toldthat the organisationwouldlike tocall thembackfora secondreview.Thismaybe either
because theyfeel the candidatedidnotdoas well astheycouldhave done duringthe interviewor

3. ASHTON SIXTH FORM
because the highestscoringcandidatesmeantthe decisionwasindecisive sotheymaywantto ask
additional questionshoweverthismaynotbe as common,especiallywhenthereisalarge amount
of applicants.
Communicationand listening skills
Thisis importantforboththe interviewerandthe interviewee,the purpose of the interview istouse
communicationclearlywhatismeantbeingable tolistentoresponsestomake sure the candidate
and interviewerreceivethe mostimportantinformation.Forexamplesomeone wouldhave tobe a
goodlistenerfora jobsuchas workingina call centre,therefore if theyare able torespondquickly
and accuratelyto the interviewertheyhave astrongerchance of gettingthe job.
Body language
Certaincharacteristicsof bodylanguage are especiallyimportant inthe processof interviewing; eye
contact and regularsmileskeepthe interview positiveandaswell asthistheyshow that the person
isopenand trustworthy.The use of a firmhandshake isa signof confidence, howeverbeing
overconfidentmaybe a downfall.The wayyousitinthe interviewchaircanalso affectthe interview;
if the personisslouchingina lazypositionitdoesn’tappearasif theyare dedicatedtogettingthe
jobwhereas someone sittinguprightwouldhave the opposite effect.There are alsootherfactors
that are importantthatare non-verbal,these include how youdress;becausewearingurbanclothes
wouldnotbe a gooddresssense fora businessrole whereaswearingasuitmay notbe suitable fora
constructionsite worker. Aswell asthisthe intervieweeneedstohave goodgeneral bodyhygiene,
someone whosmellsof aftershavetoomuchcan be off-puttingwhereasthe same effectwillbe
applicable tobodyodour,thereforethishastobe managedwithcare.
Questioning Techniques
The use of questioningtechniquesthatare effectisa crucial factor inthe interview process,by
askingthe correctlyorganisedquestionsfromthe employerthe candidate willbe able togive
organisedaccurate responses.There are twodifferenttypesof questionsinterviewersmayuse,
these are openand closedquestions.Openquestionsallow the candidate togive anopenanswer
such as how do youfeel aboutthe jobposition;these questionscanalsobe askedinan instant
feedbacksituation.Forexample;the interviewercouldaskwhatisyour biggeststrengthandwhy?
The candidate can explainthenthe interviewercanaskquestionsrelatingtothissuchas what are
younextbiggeststrengthsorhow do youfeel thisstrengthwouldhelpinthisjobrole?Whereas
closedquestionshave limitedresponsesandare usuallyquantitativeratherthanqualitativedata
such as how much gradesthe candidate hasor how longtheypreviouslyworkedatanother
organisation.The correctlistof questionsshouldcontainavarietyof bothopenandclosed
questions.