Making a selection

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A suitable candidate is one that has the necessary skills, knowledge and behaviour to perform the role effectively. Team fit may also be an important consideration.

It is worth noting that many people possess transferable skills that can be used in a variety of different settings. Therefore, if someone has not worked in a similar organisation or work environment before they may still be able to perform the role, providing they possess the right attitude (behaviour).

After the interview

After the interview (once the candidate has left) each interviewer should consider the candidate’s responses to each of the questions and rate how the candidate answered each of the questions (1=Bad, 2=Good, 3=Excellent).

Once the interviewers have rated the candidates responses (this should be done individually), they should discuss and compare ratings and consider team fit before making a decision regarding whether to recruit or not.

Once a decision has been made, all interview candidates should be contacted to inform them whether they have been successful or not.

Additional interviews

In most cases employers will conduct two or more rounds of interviews. This is particularly useful when deciding between two or three candidates that may all be suitable for the position.

It can be useful to have different members of staff conducting successive interviews so as to get a different perspective.

If a candidate is going to be working overseas or in a different area to one that they are used to it can be useful to have the candidate attend a second interview in that area. This enables the candidate to make a more informed decision and therefore reduces the likelihood of them leaving after a short period of employment.

Contacting the successful candidate

Many organisations will telephone the successful candidate first to inform them of the good news and ask them whether they would like to accept the position.

If the candidate chooses to accept the position a formal offer of employment should be posted to the employee together with the terms and conditions of employment. An offer of employment should always be made subject to receiving satisfactory references and passing other relevant checks which the organisation may need to make.

Contacting unsuccessful candidates

Unsuccessful candidates should be contacted promptly either by telephone or in writing (Word).

Every piece of correspondence (or lack of correspondence) from an organisation creates good or bad PR.  It is essential that the applicant is left with a positive impression - they may be suitable for another position in future or have friends that are seeking employment.

What to do if there are no suitable candidates

Don’t be tempted to offer the position to a candidate that is not suitable. It may seem like the best thing to do in a desperate situation, but it will only waste valuable time and money in the long run.

If none of the interview candidates is suitable look through all of the original applications again to see whether there is someone that is a possibility; consider that sometimes very good candidates are not as adept as others at writing CVs!

If none of the applicants are suitable consider re-advertising the position or using an alternative option.

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