Interview methods
Your interview invitation letter/email will have indicated to you what selection methods will form part of your interview.
A range of selection methods have been considered to assist the interview panel in reaching their decision. The methods used are designed to help identify the most suitable candidate for the job.
Please use the selection method identified in your invite letter/email with the definitions below to find out what to expect at your interview:
Assessment centre
For certain positions extended selection assessment centres may be used. At an assessment centre a number of different selection methods may be utilised. Assessment centres typically include a number of elements:
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Information sessions, which provide more details about the organisation and the roles available
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Tests and exercises - for examples please see below
Formal interview
This is the most common selection method used. Typically a panel interview will be made up of at least 2 panel members. The purpose of this type of interview is to get acquainted and to learn more about one another. The interview will consist of a series of core and supplementary questions where the responses will be recorded. There will be an opportunity for you to ask the panel any questions you may have.
Long listing interview
Typically used for more senior posts these types of interviews are used to select a short list to proceed to the formal interview stage.
Presentation
Candidates may be asked to give a presentation if the position requires an appointee to communicate and give presentations. The topic of the presentation will either be communicated to you prior to the interview or on the day.
If you are required to give a presentation and you require equipment to be provided on the day please contact the Recruitment Team on 01234 276115.
Psychometric testing - aptitude, ability and intelligence tests
Ability and Intelligence tests may be used as part of the overall assessment procedure. Typically these tests are structured systematic ways of evaluating how a candidate performs on tasks or react to different situations. They are characterised by standardised methods of administration and scoring with the results quantified and compared with how others have done at the same tests
Psychometric testing – personality questionnaires
Personality Questionnaires are used in order to determine a candidate’s typical reactions and attitudes to a variety of situations. For example, identify how well a candidate gets on with others or their normal reaction to stressful situations.
Screening / preliminary interview
Typically used for positions working with Children or Vulnerable adults. Screening interviews or preliminary interviews are confidential explorations of candidate’s background and attitudes towards the areas of work for which they are being considered.
These types of interviews are mandatory for residential workers working directly with children.
Selection Test – Work related.
Most interviews will also have a selection test in addition to the formal interview to test work related skills. For example:
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Computer test
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Typing test
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Excel test
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Word Processing
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Technical test
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Written exercise
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Prioritisation In tray exercise
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Group exercise
The test that will be given will be appropriate to the position applied for.
If you have a disability that may affect your performance in any of the selection methods above or you require specialised equipment/adjustments, please contact the Recruitment Team on (01234) 276115.