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Business Unit 13 M1
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M1Compare the purposes of the different documents used in the selection and
recruitment process of a given organisation
During the interview
Interview protocol
Stick to structure- Candidates arrive (arriving a few minutes earlier is better). Make sure not to be
chewing gum or acting unprofessionally. It is important to be presentable, this means being smart
and tidy.
Confidentiality
Do not ask about personal questions. If the candidate is not successful their information will be
stored safely or disposed of. This is a legal process that every business must abide by.
Fairness
Keep the questions work related so you don’t hire someone just because you like them. It is
important to ask the same questions in the same way to each candidate. This helps keep the hiring
process as fair as possible and gives every candidate an equal chance.
Interview environment
Hold the interview in a professional environment where you will not be disturbed. This should be an
office or a quiet room. It is important there is no one else there and that there is enough space for
the candidate to feel comfortable.
Agreed questions
Prepare some questions that make the candidate think. There are also laws on what questions you
can ask. The panel should agree on what questions are the most suitable for the role and agree on
who is asking what questions. They will have a sheet of paper with the same questions on so that
they can organise and agree on the questions before the interviews.
, Checking of personal information
Double check the personal information and make sure it matches with the CV. They should also ask
the candidate a question such as what Is your date of birth to make sure they have supplied the right
personal information. They could also check the personal information through the references.
Interview checklist
Creating a checklist will help ensure all the necessary questions have been asked and it will help give
structure to the interview. It also helps keep the interviewer and interviewee calm as they both
know the structure to the interview so there is no confusion.
Control of interview
One member of the team will need to co-ordinate the interview and make the interview flow well.
This person will likely be the one asking most of the questions and talking with the candidate the
most. It is important to have a clear coordinator of the interview so that the panel doesn’t talk over
each other.
Decision criteria and documentation
Documentations should also be kept with notes about the candidate so when deciding what
applicant to hire, it is easy to compare them all. Keeping documentation organised will help make
the interview flow better. These documentations include cv, cover letter, job description etc.
Communicating the decision to candidates
It is important to outline how the candidates will be informed of the decision and a rough idea when.
For example Email, Phone, Letter etc. This will help the candidate feel at ease so that they know
when they can expect to hear back by.
Communication and listening skills
Only talk 30% of the time is a good rule of thumb. Also being clear with the questions you ask is
important. Listening to what the candidate has to say is crucial so allow time for them to think and
speak.
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