Follow up after the interview

• Each panel member scores each interviewee using the interview assessment form.
• Arrange second interview if necessary and allocate new interview questions. Informal interviews are a useful follow-up to a formal interview and may include a tour of the department or an informal chat over lunch. The informal interview is a way of gathering extra information about the applicant in a less threatening environment. It also provides the applicant with the opportunity to establish realistic expectations of the job and work environment.

Post Interview - Assessment of the candidate against the selection criteria

• Judge your behavioural examples of each performance skill to determine your overall rating. Use a grading scale of 1-5 as per the form.
• After each panel member has arrived individually at their final rating for each performance skill, the Chairperson should integrate information from all panel members. This task should be completed straight after the interview. Take this into consideration when planning your overall interview time.

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Reach Consensus

Reach consensus on an overall rating for each performance skill. During the panel’s discussion share notes with all other members to clarify your ratings. Other panel members may have observed new behavioural examples, which could lead you to re-value your previous assessment. A ‘data exchange’ discussion commences which involves all selection panel members.

Another set of filters you might want to apply in reaching consensus are the following:

• the inter-relationship between some performance skills;
• the relative importance of each performance skill;
• the trainability of each performance skill;
• how does the applicant fit into the existing staff structure;
• how can you ensure that you haven’t discriminated against any candidates.

University appointments are based on merit and merit is assessed in terms of the selection criteria. In many cases a number of applicants will appear to meet all the selection criteria for a position. Each stage of the selection process is designed to assist the panel with more information about the applicants so that the final decision is an informed one.

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Making an Appointment Decision

Having gathered and considered all the evidence the panel then selects the best applicant. Panels are required to agree on the reasons for their decision, that is, how the selected candidate meets the criteria for appointment for the particular position, and why the person has the potential to learn and grow in a University environment. Other factors, such as favourable reference checks should also be considered.

Immigration: If the candidate is not an Australian citizen or eligible for Australian residence, immigration processes can take time, depending on the nature of the visa, for the University’s sponsorship to be approved. After Australian approval, another approval process begins in the applicant’s home country. The health assessment and immigration processes are time consuming. These aspects of employment will form part of the post-interview communications between the favoured applicant and the designated Selection Committee ‘communicator’.

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A Decision not to Appoint

It is open to the selection panel to determine that no candidate is suitable. At this stage it is important to contact a Human Resources Consultant to discuss future action.

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