Activity 3 – observation and written

Supporting files:

Catherine Jones

CV 

Interview 

Dwayne Edwards

CV 

Interview 

John Biddle

CV 

Interview 

Marcia Thomas

CV 

Interview 

Rajinder Kaur

CV

Interview 

Using your short-listing matrix, you should now choose a preferred candidate from the video profiles received. You will need to have a suitable method to record the notes from the interview which may include a matrix and scoring system. The most important thing to consider when making your choice is that it is an organizational requirement that you record the interview as the Human Resource Director likes to review these and give feedback on your interviewing technique.

You should conduct an interview with your preferred candidate. You will need to decide on whether to appoint or not and justify that decision.

You must include a suitable method to record the notes from the interview e.g. an Interview matrix and scoring system.

Assessment criterion: 3.4: Participate effectively in a selection interview and the decision-making process for an identified role.

Guidance:

For this criterion, you are required to participate in a role-play telephone interview. You will need to ask a friend or colleague to act as the candidate that you have selected from conducting the shortlisting matrix exercise.

The interview dialogue can be recorded using any digital audio device and must be no less than 10-mins and no more than 15-mins.

Although your participation in the process is evidenced in part by your audio recorded interview you must provide some additional documentation as follows:

A copy of your Observation Feedback (available from the Study Week submission area).

A completed interview matrix or similar which must include:

Written evidence of Questions AND Answers:

Scoring of the candidate’s answers.

Written justification to appoint or reject the candidate with reasoning.

Like the shortlisting matrix you can use a template but it should be developed for your needs.

Assessment criterion: 3.5: Identify the records that need to be retained and write letters of appointment and non-appointment for an identified role.

Guidance: There are 2 parts to this criterion so ensure you cover both parts as follows:

Part 1

2 draft letters, one for the successful and one for the unsuccessful candidate following interview.

Letter to the successful candidate:

Key details such as job title, salary, location etc.

Where to report on the first day and start date.

Reference to need to meet right to work in the UK and relevant visa requirements.

Inclusion of privacy notices and confidentiality clauses to comply with GDPR.

Letter to the unsuccessful candidate:

Thank them for the interview.

Offer feedback on request.

How long the documents will be retained and for what purpose they will be used, and that they will be disposed of in GDPR compliant manner.

Both letters must be fit for purpose; names and addresses can be created or placeholder text used. Research different formats and layouts using CIPD and ACAS resources.

Part 2

A written account of the documents to be retained from the recruitment process and the associated legal requirements; this should include:

A list of the documents to be retained, all of those used within this assessment.

The length of time the documents are to be retained for both the successful and unsuccessful candidates.

The reasons why these should be retained with reference to the Equality Act 2010.

How the GDPR is relevant to the recording, storage and accessing of personal data.