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Preparing Steps
Completion requirements
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- An interview panel should be set up and confirmed before the interview date. The panel should consist of a minimum of two people. Both HR and Management could be represented in the panel.
- Where a union/organised labour is involved, their role will be that of observers and to monitor the process. This would be determined by the company's collective agreement with organised labour.
- Seating arrangements should be conducive. Chairs should be arranged to allow space between all but should not be too sparsely positioned to create a ‘I’ and ‘Them’ atmosphere.
- Ground rules, standards and norms should be established and agreed upon by HR and Management prior to the interview.
- Take into account any disabilities, e.g. hearing or visual disability and conduct the interview accordingly. Criteria should not be changed when interviewing people with disabilities.
- Agree on how the process will be recorded and where records will be filed.