Interviewing and selection

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Model documents and policies

Downloadable and customisable documents relating to interviewing and selection. For more information see the employment law pages.
Table of contents

Forms

Excel

Candidate scoring sheet

 (34 KB)
Last Published: 17 Sep 2015
Share this scoring sheet with an interview panel to allow them to score candidates against the essential criteria for a role. The sheet can be used to assess candidates at both the shortlisting stage and after interview when deciding whether to make a job offer.
Word

Form for an interview assessment

 (55 KB)
Last Modified: 01 Jun 2013
This form contains guidance on conducting the interview and how to rate candidates.
Word

Form for scheduling interviews

 (54 KB)
Last Published: 17 Sep 2015
Use this form to schedule interviews for a job vacancy. The form outlines the time for each interview and also records details such as equipment required and any other activities planned (eg tour of building).

Letters

Word

Letter confirming the withdrawal of a conditional offer of employment

 (51 KB)
Last Modified: 01 Jun 2013
This letter should be sent to a potential employee to outline that the conditional offer of employment made to them is being withdrawn as they have not met the conditions or provided satisfactory information requested by the company.
Word

Letter informing an applicant that they have not been shortlisted for an interview

 (53 KB)
Last Modified: 01 Jun 2013
This letter informs an applicant that they have not been shortlisted for interview, and asks for permission to keep their details on file for a stated time period, in case another suitable vacancy arises.
Word

Letter informing an unsuccessful candidate of an alternative vacancy that they may wish to apply for

 (53 KB)
Last Modified: 01 Jun 2013
This letter informs an applicant that they have not been successful in the original application they made, but gives details of an alternative vacancy that they may wish to apply for.
Word

Letter informing an unsuccessful candidate that their application will be kept on file for future vacancies

 (53 KB)
Last Modified: 01 Jun 2013
This letter informs an unsuccessful candidate that the company would like to retain their details for a stated time period, in case another suitable vacancy arises.
Word

Letter inviting an applicant to an interview

 (52 KB)
Last Modified: 01 Jun 2013
This letter invites a job applicant to an interview and outlines what will happen during the interview process.
Word

Letter inviting candidate to assessment centre

 (53 KB)
Last Published: 05 May 2015
Send this letter to a candidate invited to an assessment centre to outline the date, time and location and to provide details of the activities that will take place. The letter also asks the candidate to make the organisation aware of any specific adjustments that they require due to a disability.
Word

Letter offering the candidate the position

 (53 KB)
Last Modified: 01 Jun 2013
This letter can be used to confirm an offer of employment, subject to the conditions outlined in the letter.
Word

Letter rejecting an applicant

 (52 KB)
Last Modified: 01 Jun 2013
This letter rejects the job applicant, thanks them for their application and gives them details of how to obtain specific feedback on their application.

Policies

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Psychometric assessment policy

 (55 KB)
Last Modified: 01 Jun 2013
This policy covers when psychometric assessments should be used, the correct process for their administration, what to do if an individual refuses to take a psychometric assessment, how to store the assessment material, as well as the system for marking and giving feedback on performance.
Word

Recruitment and selection policy

 (58 KB)
Last Modified: 01 Jun 2013
This document outlines the organisation’s policy on recruitment and selection and covers the recruitment procedure, the process that should be followed and the appeals procedure.

Questionnaires

Word

Interview questions for management candidates

 (56 KB)
Last Modified: 01 Jun 2013
These sample interview questions should be used to interview candidates for management positions. The questions cover competencies such as managing workload and resources, participative approach and communication. There is also a suggested marking system outlining when to award high and low scores for answers.