Interview Assessment Form

What is the form for?

Each member of the Appointment panel will be given an interview assessment
form to record notes for each candidate during the interview.
You dont have to make notes on this form but are required to use it as a guide for
what areas of assessment you will be making your notes and final decision on)
The interview assessment form is purely for note taking and does not have to be
attached to the hairpersons record sheet.
This haipersons record sheet is very important as it is the final sheet which
records each panel members thoughts and decisions and would be used in an
Employment Tribunal if required.
!hen making your interview notes" you should therefore make them legible"
clear" to the point and fair as you will use these notes when discussing each
candidate at the end of the day.
This sheet will be a summary of the interview process and kept in a separate file
from the rest of the #$% documents so that it can be accessed quickly and easily.
After the interviews have been completed" all &nterview Assessment 'orms and(
or interview notes must be returned to the hair of the panel to correlate and
retain for feedback. These documents must be kept and sent to )# with the
completed recruitment file within * months.
How to use the form?
+nly , candidate can be recorded on , sheet so you should make sure you have
enough sheets to cover the number of candidates you are interviewing.
The administrator looking after the vacancy will have already put the essential
and desirable characteristics on each sheet.
!here a selection e-ercise .apart from interview) is used in the process and you
are involved" feedback on the candidates performance must be detailed on the
record sheet under the essential( desirable criteria that has been agreed by the
panel.
'or each candidate you should also consider if they are appointable( not
appointable" what order the candidates come in and specific reasons for these
decisions.
You can use the assessment form to summarise your thoughts about this for
each candidate after each interview. The final decision and all discussions will
however only take place at the end of the day" after all interviews.
Terms explained
Appointable / this means that the candidate has demonstrated all of the essential
selection criteria and some( all of the desirable selection criteria. &f it is recorded that
the candidate is appointable they will then be put in a rank order and have to be
offered the 0ob.
Rank order / this is the list of appointable candidates. &t shows who is the best
candidate and to be offered the 0ob first (1! &f the first candidate doesnt accept then
the second person on the list (" would be offered the 0ob. This process would be
followed for all of the appointable candidates on the list.
#ot appointable / this means that a person has not demonstrated one or more of
the essential selection criteria and some( all of the desirable criteria. &f they are not
appointable they will not be offered the 0ob at any point.
Interview Assessment Form
$anel member name %&hool' %ervi&e
(ob title) %&hool' %ervi&e)
Interview date)
Appli&ant name)
%kills' experien&e'
*ualifi&ations
+emonstrable
(,es' no
Reasons and &omments for de&ision and
feedba&k
Appointable or
not - rank order
(1 . most
appointable
/es and rank order
0R
#ot appointable
An, other &omments for feedba&k)
Interview Assessment Form
$anel member name %&hool' %ervi&e
1oanna 1ury 2irectors service
(ob title) 3ersonal Assistant to 2irector %&hool' %ervi&e) 2irectors service
Interview date) 4
nd
5ovember 4667
Appli&ant name) 8isa Trouble
%kills' experien&e'
*ualifi&ations
+emonstrable
(,es' no
Reasons and &omments for de&ision and
feedba&k
&T skills" including
word processing"
spreadsheets $
databases" in
9icrosoft +ffice
software.
/es
2emonstrated e-perience and knowledge of 9%
office. E-amples of how used in current role given.
%1213TI0# T1%T)
2raft response clear layout" good structure using
word" spelling and grammar checked.
Ability to manage
multiple pro0ects $
meet conflicting
deadlines.
/es
:ood e-amples" well described of prioritisation and
meeting tight deadline continuously.
E-cellent oral $
written
communication skills.
#o
E-ample letters produced in selection test of poor
quality. 8ayout" content" grammar" spelling all had
errors. E-amples of dealing with phone calls also
had slight concern. !ould need training on
telephone manner and customer service.
)5()52 in an
admin area or
equivalent or
demonstrable
relevant e-perience
as in person spec.
#o
+nly displayed knowledge of working toward qual
.has taken year out( inconsistent with app form). 5o
detailed e-amples of enthusiasm for this type of
work or wanting to continue in a role that requires
basic admin as well as more skilled admin.
E-tensive relevant
e-perience of
providing admin $
secretarial support.
#o
8ess demonstrable e-perience and skills that
apparent in application. E-amples given mainly
filing" prioritising team tasks but not much work that
had to be managed by self.
E-perience of
working of using
diplomacy in a
senstive or
confidential work
environment
#o
2id not demonstrate understanding of importance in
dealing with work sensitively and applying diplomacy
to confidential issues.
%1213TI0# T1%T)
5o tact( diplomacy shown in draft response to a
possible query that could get.
E-cellent
organisational $
interpersonal skills.
#o
Although showed good organisation skills of diary
mgt( planning meetings" interpersonal skills required
to do these was not evident or demonstrated.
Appointable or
not - rank order
(1 . most
appointable
#ot appointable
An, other &omments for feedba&k)