The Chair is responsible for facilitating discussion and in doing so should consider the following:
- Encourage the panel to use all the available information including the application form, results of tests, the references and the interview itself.
- Help the panel to discuss each candidate individually in the context of the person specification. Challenge any assertions which cannot be supported by evidence and complete interview assessment forms for each candidate.
- Help the panel to decide if any candidates do not meet the essential criteria and are therefore not appointable.
- Create an agreed ranking for appointable candidates.
- Remember that the panel’s reason for appointing or not appointing a candidate can be challenged under discrimination legislation.
- If the panel cannot agree on which candidate to appoint, the Chair will have the final decision, this may include holding second interviews, or not to appoint and to re-advertise the role.
- Complete the Shortlisting and Interview Form for each candidate to indicate whether or not they have met each of the criteria. Add comments as and where appropriate to provide reasons for your decision making. All notes must be appropriate and non-judgemental as all notes could be seen by applicants at a later stage. The notes may also be used to provide feedback to applicants if required.
- Complete the Appointment Panel Report form with details of the job offer made, including agreed start date, salary, etc.
Note: All recruitment forms can be accessed via the Chair's staff HR portal.