In line with the Workforce Change Policy, at least one of the panel members for interview and preferably the chair, will have completed Recruitment and Selection Training. This training MUST be completed prior to arranging interviews. To book yourself onto the course, log on to LearnNL
At interview, it will be the responsibility of the Chair of the panel tocheck that the candidates have provided evidence of the original certificates of qualifications relevant to the post and check their right to work in the UK.
RIGHT TO WORK IN THE UK
Appropriate required documentation:
If the candidate is a British or Irish Citizen:
- British Passport
- An Irish passport or passport card
The passport or passport card can be current or expired.
If they do not have a passport or passport card, they can prove their right to work by providing one the following:
- A UK birth certificate or adoption certificate or
- An Irish birth or adoption certificate or
- A certificate of registration or naturalisation as a British Citizen
AND a document with your name and National Insurance number.
If documents have different names, they must provide proof of the reason for change of name e.g. marriage certificate.
If the candidate is not a British or Irish Citizen
If the candidate is not a British or Irish Citizen, they can prove their right to work by providing the following:
- A share code – the candidate can apply for a share code on-line
Additional Information can be found on the undernoted links:
| Useful Information | Link to information on Website |
| Prove Your Right to Work | Prove your right to work to an employer: Overview – GOV.UK (www.gov.uk) |
| Prove Your Right to Work to an Employer – Using Immigration Documents | Prove your right to work to an employer: Using immigration documents – GOV.UK (www.gov.uk) |
| Prove Your Right to Work – Get a share code online | Prove your right to work to an employer: Get a share code online – GOV.UK (www.gov.uk) |
Selection Decision
Interviewers should individually score each applicant at the end of each interview. Following the interviews, the recruitment panel must assess, based on the evidence provided, which of the applicants is the best match, and who was most able to demonstrate the required behaviours, skills and experience for the vacant post. The panel will reach a collective decision on the basis of the evidence presented by each applicant.
Where more than one applicant is appointable, you can consider a second stage to the process such as a second interview or another method of assessment.
If no applicants meets the job criteria the post should not be filled at this stage. The post should be re-advertised.
Feedback
All applicants, where possible, should be verbally notified by the Hiring Manager or a panel member on the outcome of their interview.
We encourage applicants to request feedback as this can help applicants identify development areas to improve their suitability in the future. It may also reassure the applicant that your decision was fair. The purpose of the feedback is not to debate the recruitment decision made. Where you are asked for feedback you should take time to carefully consider the key points and ensure that these are related to the role profile.
iTrent Recruitment guidance on how to process interviews and notify applicants on the outcome of their application can be found here.