Interviews

The interview is a centrally important part of the recruitment process. It serves a dual purpose - to give a prospective employer the opportunity to find out about and select between candidates; and to give candidates the opportunity to find out more about the employer and the post on offer. The key to successful interviewing is thorough preparation.

For full guidance on managing interviews through CoreHR, refer to section 2 of REC03 Manage Online Applications (542kb).

Selection panel

The selection panel should agree the format of interview including whether any selection tests will be used.

Practical arrangements

Practical arrangements for the interview day need to be considered including arrangements for interviewing candidates with disabilities and priority candidates.

Interview schedules

Interview schedules should be generated in CoreHR. A Sample interview record (43kb) for capture of interview notes is recommended.

Interview invitations

Letters to shortlisted candidates should be generated through CoreHR. Where selection tests are to be used details should be included in the letter, together with an invitation for candidates to advise of any specific requirements they may have regarding access, or adaptations to tests to accommodate disabilities.

Having sent out interview invitations it is important to ensure that the Vacancy Status and Applicant Status are updated. Change the status of the vacancy to Interview and the applicant status to Invited to Interview 1 (See REC00 Recruitment Basics (330kb))

Acceptances to invitations should be managed off system.

Post-interview

After all the interviews have been carried out, unsuccessful candidates should be notified by email (or letter) generated through CoreHR.

Manage statuses via CoreHR

Field	Change	When
Vacancy Status	Change to INTERVIEW	Invitations have been sent out
Applicant Status	Change to Invited to interview 1 (or 2 as appropriate)	Invitations have been sent out

Refer also to the Statuses and events (62kb) summary.