Decide what the interview must assess
Map interview questions to the person specification. Avoid spending most of the interview retesting information already obvious from the application while leaving important judgement or leadership requirements unexplored.
Some criteria may be better assessed through a short practical exercise or presentation.
Write behavioural questions
Questions such as tell us about a time when can produce stronger evidence than hypothetical questions alone. Ask follow-ups about the candidate's own contribution, decisions, challenges and results.
Use hypotheticals where the role genuinely requires judgement about future scenarios, such as safeguarding escalation or competing priorities.
Use consistent scoring
Agree what strong, adequate and weak evidence looks like before interviews begin. Panel members should score independently before discussing where practical.
Notes should record evidence, not comments about personality or similarity to the existing team.
Handle values carefully
Values matter in mission-led organisations, but values assessment should focus on behaviour and judgement rather than whether a candidate uses the same language as the panel.
Ask for examples of inclusive practice, collaboration, accountability or service-user focus where those behaviours matter to the role.
Create a fair candidate experience
Share format, length, panel information and any task instructions in advance. Provide a straightforward way to request reasonable adjustments.
Allow candidates enough thinking time and avoid treating nervousness as lack of competence.
Close and compare evidence
Give candidates time for questions and explain the next step. After the interview, compare evidence against the criteria before discussing overall preference.
If no candidate meets essential requirements, reopening recruitment can be better than lowering the bar after the event.
Frequently asked questions
How many people should be on a panel?
Enough to provide balanced assessment without making the process intimidating or inefficient. Two or three is common for many roles.
Should we ask different questions for different candidates?
Core assessed questions should usually be consistent, while follow-ups can respond to each candidate's evidence.
Can we ask about protected characteristics?
Recruitment questions should relate to the role and lawful process. Seek appropriate HR/legal guidance for specific circumstances.
Employment, equality, safeguarding and data-protection obligations can depend on the role and circumstances. Use appropriate professional or legal advice where required.