14.2 A number of informal preliminary activities can be used to put the candidates at their ease before the actual selection procedures begin. These could include a tour of the school, a short presentation about the school and the job and an opportunity to meet staff, pupils and governors. 14.3 For some additional activities will help the panel gain information which would not easily be obtained in a formal interview. A programme should be planned to include a range of activities appropriate to the post. Since all school based staff have access to children, the selection/interview process must provide opportunities for each candidate’s suitability for such work to be assessed. 14.4 If a candidate has disclosed a disability which may affect their performance at interview, adjustments must be made to the arrangements to accommodate this. Interview Preparation 15.0 All selection procedures should involve an interview to assess each candidate against the requirements of the job (person specification), even if there is only one shortlisted candidate. The interview should also be used to explore each candidate’s suitability to work with children. 15.1 The panel should meet before the interviews to: review the person specification to determine assessment criteria and questions. agree the questions to ask candidates. agree who will chair the interview and who will ask each question. decide on a model answer and scoring system. decide who will take notes when a panel member is asking the interview the questions. prepare the interview evaluation sheets. confirm arrangements for the day with the school ; that appropriate rooms are available, cover for staff involved, who will collect and return candidates from/to a waiting room, meet candidates upon arrival, check and photocopy candidates documents. Ensure that arrangements are in place for the panel to receive the completed pre interview checklists from candidates 15.2 Before the interview, each member of the panel should have received and read copies of the application forms and references for the shortlisted candidates. 15.3 Questions for candidates, model answers and a scoring system should be prepared in advance. The interview evaluation sheets should be prepared with the questions listed on them. 15.4 The letter of invitation to interview, should be sent promptly to give candidates reasonable notice and time to prepare for any specific activities such as a presentation. Candidates should be asked to confirm that they are able to attend. If a candidate has disclosed a disability which may affect their performance at interview, ask the candidate to contact the school if they require any adjustments to be made to the arrangements.
14.2 A number of informal preliminary activities can be used to put the candidates at their ease before the actual selection procedures begin. These could include a tour of the school, a short presentation about the school and the job and an opportunity to meet staff, pupils and governors. 14.3 For some additional activities will help the panel gain information which would not easily be obtained in a formal interview. A programme should be planned to include a range of activities appropriate to the post. Since all school based staff have access to children, the selection/interview process must provide opportunities for each candidate’s suitability for such work to be assessed. 14.4 If a candidate has disclosed a disability which may affect their performance at interview, adjustments must be made to the arrangements to accommodate this. Interview Preparation 15.0 All selection procedures should involve an interview to assess each candidate against the requirements of the job (person specification), even if there is only one shortlisted candidate. The interview should also be used to explore each candidate’s suitability to work with children. 15.1 The panel should meet before the interviews to: review the person specification to determine assessment criteria and questions. agree the questions to ask candidates. agree who will chair the interview and who will ask each question. decide on a model answer and scoring system. decide who will take notes when a panel member is asking the interview the questions. prepare the interview evaluation sheets. confirm arrangements for the day with the school ; that appropriate rooms are available, cover for staff involved, who will collect and return candidates from/to a waiting room, meet candidates upon arrival, check and photocopy candidates documents. Ensure that arrangements are in place for the panel to receive the completed pre interview checklists from candidates 15.2 Before the interview, each member of the panel should have received and read copies of the application forms and references for the shortlisted candidates. 15.3 Questions for candidates, model answers and a scoring system should be prepared in advance. The interview evaluation sheets should be prepared with the questions listed on them. 15.4 The letter of invitation to interview, should be sent promptly to give candidates reasonable notice and time to prepare for any specific activities such as a presentation. Candidates should be asked to confirm that they are able to attend. If a candidate has disclosed a disability which may affect their performance at interview, ask the candidate to contact the school if they require any adjustments to be made to the arrangements.
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