Interviews

(December 2003)

The intent of selection interviews in the Department of Education, Tasmania is to allow selection panels to gain insight into the shortlisted applicant's professional and personal qualities as related to the requirements of the position.

The interview should provide applicants with the opportunity to expand their claims and give the selection panel the chance to make decisions about the relative merit of shortlisted applicants. It is recommended that interviews retain some level of formality, but be mostly conversational in manner.

Procedural fairness requires applicants to be informed of the process to be used and provides all applicants with an equal opportunity to demonstrate their suitability.

Interviews should be scheduled and conducted within four weeks of the closing date for applications.

Only in limited circumstances would an interview not be required. This may occur where there is only one applicant for a position and their suitability can be readily assessed without the need for an interview.

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Interview Format

(December 2003)

The selection panel may consider a range of different interview types and questioning formats such as standard, behavioural or role play. In addition, assessment tools such as skills tests, written exercises or presentations may be a useful part of the process depending on the requirements of the vacancy. If it is a requirement for the shortlisted applicants to make a presentation during the interview, they should be advised of this in the approved departmental letter advising them of their interview time.

While a pre-prepared presentation is a valid selection tool it should not become a de facto second application nor should the level of technological expertise become a de facto selection criterion.

A telephone interview may be considered for interstate and overseas applicants.

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Interview Preparation

(December 2003)

In accordance with the determined interview format, the selection panel should ensure that sufficient time is allocated to enable a proper assessment of each applicant. There should also be sufficient time allocated to permit a general review of the applicant when the interview has been completed.

A venue of suitable size and location should be arranged. It should be easy to access with minimal disruptions and/or external noise. There should also be water and a clean glass available to each applicant.

The names of interviewees and times of interviews should be provided to the person most likely to greet the applicants. The selection panel should keep this person informed of any delays so that they can advise subsequent interviewees.

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Interview Process

(December 2003)

If the selection panel decides to give applicants copies of the questions before interview, the convenor is responsible for ensuring that each applicant has the same amount of time to view and consider the questions. The most opportune time for this might be while the selection panel is reviewing the interview performance of the previous applicant.

While all members of the selection panel should be active in the preparation and conduct of the interview, it is appropriate that the convenor be responsible for the overall proceedings of the interview and ensuring that all applicants are thoroughly and fairly assessed.

The selection panel convenor should:

• introduce selection panel members, including brief information as necessary for applicants to understand the interviewers' role in the organisation;
• outline the structure of the interview and the time available for answers to questions; and
• establish a rapport and flow of conversation with applicants, answer any initial queries from the applicant and begin the questioning.

The convenor should ensure that the interview follows the agreed format and time frame. The interview discussion should centre on issues directly related to the selection criteria and the duties of the position. In particular, the convenor should make sure that all interviewees are asked the same basic questions while allowing enough flexibility to permit the clarification and exploration of relevant issues with each applicant as appropriate.

An important aspect of the interview is the recording of information by the selection panel. While all selection panel members should take notes during the interview, any member asking a question should devote his or her full attention to the applicant's response, leaving the note-taking role to the other selection panel members.

Towards the end of the interview, the convenor should give applicants the opportunity to provide any additional information that may not have been covered in the application or during the interview. Similarly, applicants should be given the opportunity to ask any relevant questions or to seek clarification on matters raised during the interview.

Selection panels may find it useful at that stage to use a summary sheet to record how each interviewee rated against each selection criterion. Rating systems can also be useful in the assessment process. The selection panel may choose to verify claims made by applicants during interview.

Selection panels should consider using the option of a second interview when there is difficulty in distinguishing between two or more applicants after the first interview. The second interview can be used to seek further information about one or more selection criteria.

In all cases, all interviewees must be assessed against all the selection criteria.

Applicants should be told when they can expect to be notified of the final decision.

Contact Details

(January 2005)

For further information or assistance in relation to the above please contact Staffing and Establishment Services on (03) 6233 7251 or via e-mail: Recruitment@education.tas.gov.au

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