The selection committee should meet early on the day of the interviews. This gives you time to complete any final documentation checks, to set up the interview room, and to make sure there will be no interruptions, and so on.
All interviews should take a similar amount of time, usually no less than 45 minutes, and have a similar structure. Ask each candidate the same core questions. This should not, however, prevent the committee from pursuing individual leads, or exploring particular areas of the candidate's interest and experience that relate to the selection criteria.
Remember, you can use the sample Behavioural Interview Questions to help you develop your questions.
At the end of the interview, inform the candidate of how long it will take for the selection committee to reach a decision and when they will notify candidates.
All selection committee members should make their own notes during or after the interview. These notes are used to assess the candidate against the selection criteria. A simple matrix is the easiest way to record your assessment of each candidate. You can use the sample Interviewing Candidates Assessment Form. However it is up to you what kind of assessment matrix you use.
If references have been obtained prior to interview, the candidate should be given an opportunity to discuss with the committee any issues raised in a negative referee's report. Committee members must take care not to divulge confidential information supplied by referees.
At the end of the interview, give the candidate an opportunity to offer further information or to ask questions. If the candidate has questions in relation to employment conditions that cannot be answered during the interview refer them to Staff Services in HRU who can be contacted on 02 9514 1060.