Interviews

Once you've made your shortlisting decisions, the Recruitment team will arrange any interviews and or other assessments on your behalf.

We like to give candidates at least a week’s notice to provide a positive candidate experience. 

Arranging the interview

If you are holding virtual interviews, you will need to send the candidate a Teams invite.

If you are holding in-person interviews, you will need to book a meeting room.

Preparing for the interviews

Before holding the interviews, it's important that you read the following guidance:

• Interview guide (PDF, 184KB)
• Virtual interviews guide (PDF, 301KB)
• Interviewing legal do's and don'ts (PDF, 444KB)

After the interview, you will need to rate the candidate's response to each of your questions.

See the following guidance and form to find out more:

• Interview scoring guide (PDF, 412KB)
• Interview scoring form (DOC, 61KB)

Gaps and inconsistencies in employment

Any gaps or inconsistencies in employment (for example, references or reasons for leaving employment) should be explored with the candidate at interview.

For regulated activity, you must also explore both with the candidate and referees, any inconsistencies such as repeated career changes without any clear progression or salary benefits, and moves from permanent to temporary work.

You should not proceed to the offer stage until you are satisfied with a candidates explanation for the discrepancy or gap. 

Internal applicants

If a permanent employee applies for a fixed-term position, perhaps as a development opportunity, it will need to be considered as a secondment.

Any decision to offer the role on a secondment basis will be made following discussion and agreement between the hosting and seconding managers.