Many organisations do not reply to people who apply for jobs but it's always a good idea to let people know if they have not got an interview. At interview it’s best practice to treat all candidates the same, and a good way to do that is to decide on a list of questions (based on what you asked for in the person specification). You can then ask each candidate the same questions so you can compare the effectiveness of candidates’ answers to questions. If you are making notes in the interview you should keep them neutral as candidates can request to see them. They should be kept for a period defined in your data protection policy. Always ask if a candidate needs any adjustments to the interview to enable them to take part.
- Interviews should be warm and welcoming. One way to help candidates feel at ease is to provide the questions 24 hours beforehand
- Make sure you allow enough time for each interview, and for any tests or presentations you might ask candidates to complete. Build in some time for candidates to ask questions of the panel, and for the panel to discuss their decision.
- NCVO gives some guidance on shortlisting and interviewing here: Shortlisting and interviewing for the role / NCVO.