Interview and assess job applicants

When you have the replies to your job advertisement, whether that be through the submission of a CV or an application form, you'll need to:

• match applications against your job description and person specification
• eliminate applicants who do not have the basic requirements for the job role
• draw up a shortlist of candidates to invite to interview
• notify all the candidates who will not be invited for an interview to let them know that they were unsuccessful with their application on this occasion

How to make a shortlist for interviews

• Draw up a table listing each candidate against the essential requirements of the job. This will be your shortlist.
• Include only the number of applicants you will have time to interview - usually no more than three to four people a day. Allow time for the interview panel to prepare ahead of the interview and set aside time after to discuss the interview outcomes.
• If there are too many possible candidates, look at how many candidates meet both the essential and desirable criteria.
• Ensure you don't discriminate against applicants on the grounds of sex, race, age or disability, sexual orientation, religion, political opinion or belief, pregnancy and maternity, marriage and civil partnership, and gender reassignment.
• Get more than one person to compile the shortlist to avoid possible unconscious bias.

Invite candidates to interview

Invite the most suitable candidates to interview by letter, telephone or email. If you do it by telephone, you are advised to confirm arrangements in writing.

You should inform the candidates invited for an interview:

• when and where the interview will take place
• what documents the candidate should bring with them to the interview
• who the candidate should ask for on arrival
• the names and job titles of the people conducting the interview
• if they will be required to take a test or give a presentation to the interview panel

You should also ask candidates to tell you if they have any special needs that you will need to cater for. This will give you the time required to facilitate any reasonable adjustments required by a candidate.