Practical arrangements

The type of selection process and the date and times must be considered before the advert is placed.  Panel members must agree the time and this should be communicated to applicants.

Once a short list has been identified, letters can be sent to the short listed candidates ( Invitation to Interview Pro Forma ). 

Letters inviting candidates to interview should ask the applicant if they have any special requirements with respect to the interview arrangements.   The following wording is suggested:

“If you have a disability or any other special requirement and therefore require any special facilities to be available for the interview, please contact me with the necessary details as soon as possible.”

If candidates are required to undertake a practical test as part of the selection process they should be told of this in the invitation to interview. Details should be given on why the tests are being used and how they will fit into the assessment procedure. More detailed guidance on practical tests and presentations is provided in section 11.

Adjustments

The Disability Discrimination Act (1995) requires all  employers to make appropriate arrangements to ensure that disabled applicants are not unlawfully discriminated against.  Therefore, careful consideration should be given to practical interview arrangements such as the choice of venue.  Wherever possible, the interview room should be appropriate to the interview process and should be easily accessible for all candidates, including those with limited mobility.

The Employment Equality (Religion or Belief) Regulations 2003 also cover the recruitment process so it would be necessary to rearrange an interview if this was due to be held on a religious holiday ().

(In exceptional circumstances, the Vice-Chancellor may agree to an appointment being made without an Appointments Committee or Panel) eg Advanced Fellowships.

KEY POINTS

Applicants should be given reasonable notice of the date and time of the interview. 

A reasonable amount of time should be allowed to conduct the interviews in a fair and consistent manner.

Arrangements must include:

• Panel members in accordance with the agreed composition
• Room for interviews, presentations and/or tests
• Facilities for presentation/tests
• Catering facilities if required
• Accommodation for candidates who do not live locally

Some examples of the type of adjustments to interview arrangements which would be appropriate for applicants include the following:

1. allowing a person with a learning disability to bring a supportive person such as a care worker or a relative to assist with answering questions
2. allowing longer time for an interview for someone with a hearing impairment who is using a sign language interpreter to assist with communication
3. Rearranging an interview if the date falls on a religious holiday for an applicant.

(Further guidance on appropriate adjustments to interview arrangements for disabled applicants can be obtained from the Human Resources Department).