- The aim of forming a selection panel is to get together the most appropriate panel, who as individuals will bring certain skills and knowledge to the selection process which will help best determine the applicant who is the right person for the vacancy.
- Interviews shall be conducted by a panel. All members of the panel must have attended the University's Recruitment and Selection course within the last three years.
- Anybody who wishes to sit on the panel but who has not attended this course, may sit as an observer only and may not contribute to the interview or the decision making process. If you are unsure about this contact your HR Business Partner for advice.
- There must be at least two panel members and normally a minimum of three. Some more senior roles may have a formal and informal interview panel.
- In order to reduce the risk of any bias including unconscious bias, panels should be as diverse as possible.
- It is highly recommended that every panel consists on an external or independent member. Ideally, this should be a person outside the recruiting Faculty or Directorate, ie they will have no direct involvement with the role but are able to bring a different perspective and an element of objectivity to the panel. Note: we hope to shortly be able to offer a pool of potential panel members that are willing and interested in acting as external members of recruitment panels.
- Interview panels that are recruiting for a professorial position will need to have either the Vice-Chancellor or Pro-Vice Chancellor: Research and Knowledge Exchange on the panel. For Reader appointments the interview panel must include someone nominated by the Professorial Conferment Committee.
- It is recommended that no more than six applicants are interviewed in one day.
- Should interviewing take place over more than one day, the same interview panel must be convened.
- One member of the interview panel, normally the recruiting manager, will take on the role as Chair.
