All applicants must be interviewed prior to appointment. Where practicable interviews should take place in person.
Visits and informal discussions, if offered, should be made available to all shortlisted applicants.
Presentations, which have been prepared in advance, can be an excellent means of evaluating a candidate’s ideas or grasp of a subject, in addition to assessing their presentation and verbal communication skills.
Applicants may be asked to present a verified portfolio or examples of personal work.
submitted by applicants prior to interview can demonstrate depth of knowledge on a given subject and give an indication of written communication skills.
Where specific skills or knowledge are to be measured, and psychometric testing is considered inappropriate, it can be useful to give candidates supervised case studies or work samples.
Simulation exercises are usually based on the tasks candidates may expect to meet when performing the job for which they have applied.
Group exercises are useful not only to assess the candidates’ ability to argue rationally and adopt a logical approach to a problem, but also to provide information on how the candidate is likely to perform in a group.
There are several equal opportunities issues to consider:
There are two main forms of psychometric test:
Candidates should be assessed against an ideal candidate profile which has been drawn up in advance from the person specification.
An ‘assessment centre’ is not a place but a method. The assessment centre technique involves drawing together a number of the assessment methods mentioned in this section to provide a full and comprehensive assessment of a candidate. The multiple assessment procedure may last from half a day to two days for up to around twelve candidates, and will be designed to measure the candidates’ suitability against the person specification.