Preparation for Interview — Checklist
Consider the following factors when preparing for an interview:
Do you have all relevant information about the candidates, including:
o – application forms/CVs;
o – all other correspondence with the candidates;
o – medical report forms if obtained;
o – references if obtained;
o – results of any tests carried out;
o – personal files of any internal candidates;
o – other relevant information?
Have you identified important issues to be discussed at the interview?
Do you have the job description?
Do you have the person specification?
Have the candidates been told the date, time and venue of the interview?
Have you taken account of their travelling or work constraints?
Have reception and security staff been told who to expect and at what times?
Have the other members of any interview panel been told of the time and place of the interviews?
Have the other panel members all been given the above information about the job to be filled and the candidates?
Have the panel members been fully briefed about their roles in the interview?
Have arrangements been made to pay any travelling expenses?
Do you have all necessary information about the salary and terms and conditions relating to the job in question?
Have you decided on the information you require and prepared a list of relevant questions (see below)?
Have you considered the questions that candidates are likely to ask and your responses to these?
Has a suitable interview room been prepared?
Have you arranged to divert telephone calls and avoid interruptions?
Have waiting and cloakroom facilities been provided for the candidates?
Have candidate assessment forms been prepared and made available to the panel members (see example below)?
Has the decision-making process been agreed?
Has the process for notifying candidates of the result of the interview been agreed?
Have the candidates been told about the stages in the interview process?
Consider the following factors when preparing for an interview:
Do you have all relevant information about the candidates, including:
o – application forms/CVs;
o – all other correspondence with the candidates;
o – medical report forms if obtained;
o – references if obtained;
o – results of any tests carried out;
o – personal files of any internal candidates;
o – other relevant information?
Have you identified important issues to be discussed at the interview?
Do you have the job description?
Do you have the person specification?
Have the candidates been told the date, time and venue of the interview?
Have you taken account of their travelling or work constraints?
Have reception and security staff been told who to expect and at what times?
Have the other members of any interview panel been told of the time and place of the interviews?
Have the other panel members all been given the above information about the job to be filled and the candidates?
Have the panel members been fully briefed about their roles in the interview?
Have arrangements been made to pay any travelling expenses?
Do you have all necessary information about the salary and terms and conditions relating to the job in question?
Have you decided on the information you require and prepared a list of relevant questions (see below)?
Have you considered the questions that candidates are likely to ask and your responses to these?
Has a suitable interview room been prepared?
Have you arranged to divert telephone calls and avoid interruptions?
Have waiting and cloakroom facilities been provided for the candidates?
Have candidate assessment forms been prepared and made available to the panel members (see example below)?
Has the decision-making process been agreed?
Has the process for notifying candidates of the result of the interview been agreed?
Have the candidates been told about the stages in the interview process?
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