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: