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    Interview Assessment Form

    Uploaded by

    Cristina Bocaniala
    The interview assessment form is used to record notes on candidates during an interview for a position. It includes areas to assess candidates' skills, experience, and qualifications against the essential and desirable criteria. For each candidate, the panel member must indicate if they are appointable or not appointable based on whether they meet the criteria, and provide their rank order if appointable. The form is used to summarize thoughts and provide feedback after interviews are completed.

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    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd

    Interview Assessment Form

    Uploaded by

    Cristina Bocaniala
    154 views3 pages
    The interview assessment form is used to record notes on candidates during an interview for a position. It includes areas to assess candidates' skills, experience, and qualifications against the essential and desirable criteria. For each candidate, the panel member must indicate if they are appointable or not appointable based on whether they meet the criteria, and provide their rank order if appointable. The form is used to summarize thoughts and provide feedback after interviews are completed.

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    The interview assessment form is used to record notes on candidates during an interview for a position. It includes areas to assess candidates' skills, experience, and qualifications against the essential and desirable criteria. For each candidate, the panel member must indicate if they are appointable or not appointable based on whether they meet the criteria, and provide their rank order if appointable. The form is used to summarize thoughts and provide feedback after interviews are completed.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    154 views3 pages

    Interview Assessment Form

    Uploaded by

    Cristina Bocaniala
    The interview assessment form is used to record notes on candidates during an interview for a position. It includes areas to assess candidates' skills, experience, and qualifications against the essential and desirable criteria. For each candidate, the panel member must indicate if they are appointable or not appointable based on whether they meet the criteria, and provide their rank order if appointable. The form is used to summarize thoughts and provide feedback after interviews are completed.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 3

    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 don’t 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 Chairpersons record sheet.
     This Chaipersons 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.
     When 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 R&S documents so that it can be accessed quickly and easily.
     After the interviews have been completed, all Interview Assessment Forms and/
    or interview notes must be returned to the Chair of the panel to correlate and
    retain for feedback. These documents must be kept and sent to HR with the
    completed recruitment file within 3 months.

    How to use the form?


     Only 1 candidate can be recorded on 1 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.
     Where a selection exercise (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.
     For 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. If it is recorded that
    the candidate is appointable they will then be put in a ‘rank order’ and have to be
    offered the job.

    Rank order – this is the list of ‘appointable’ candidates. It shows who is the best
    candidate and to be offered the job first (1). If the first candidate doesn’t accept then
    the second person on the list (2) would be offered the job. This process would be
    followed for all of the appointable candidates on the list.

    Not appointable – this means that a person has not demonstrated one or more of
    the essential selection criteria and some/ all of the desirable criteria. If they are not
    appointable they will not be offered the job at any point.
    Interview Assessment Form

    Panel member name School/ Service

    Job title: School/ Service:

    Interview date:

    Applicant name:

    Skills/ experience/ Demonstrable Reasons and comments for decision and


    qualifications (yes/ no) feedback

    Appointable or Yes and rank order


    not & rank order OR
    (1 = most Not appointable
    appointable)

    Any other comments for feedback:


    Interview Assessment Form

    Panel member name School/ Service


    Joanna Jury Directors service

    Job title: Personal Assistant to Director School/ Service: Directors service

    Interview date: 2nd November 2007

    Applicant name: Lisa Trouble


    Skills/ experience/ Demonstrable Reasons and comments for decision and
    qualifications (yes/ no) feedback
    IT skills, including Demonstrated experience and knowledge of MS
    word processing, Yes office. Examples of how used in current role given.
    spreadsheets & SELECTION TEST:
    databases, in Draft response clear layout, good structure using
    Microsoft Office word, spelling and grammar checked.
    software.
    Ability to manage Good examples, well described of prioritisation and
    multiple projects & Yes meeting tight deadline continuously.
    meet conflicting
    deadlines.
    Excellent oral & Example letters produced in selection test of poor
    written No quality. Layout, content, grammar, spelling all had
    communication skills. errors. Examples of dealing with phone calls also
    had slight concern. Would need training on
    telephone manner and customer service.
    HNC/HND in an Only displayed knowledge of working toward qual
    admin area or No (has taken year out/ inconsistent with app form). No
    equivalent or detailed examples of enthusiasm for this type of
    demonstrable work or wanting to continue in a role that requires
    relevant experience basic admin as well as more skilled admin.
    as in person spec.
    Extensive relevant Less demonstrable experience and skills that
    experience of No apparent in application. Examples given mainly
    providing admin & filing, prioritising team tasks but not much work that
    secretarial support. had to be managed by self.
    Experience of Did not demonstrate understanding of importance in
    working of using No dealing with work sensitively and applying diplomacy
    diplomacy in a to confidential issues.
    senstive or SELECTION TEST:
    confidential work No tact/ diplomacy shown in draft response to a
    environment possible query that could get.
    Excellent Although showed good organisation skills of diary
    organisational & No mgt/ planning meetings, interpersonal skills required
    interpersonal skills. to do these was not evident or demonstrated.
    Appointable or
    not & rank order Not appointable
    (1 = most
    appointable)

    Any other comments for feedback:

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