Interview preparation
A well-planned interview process helps candidates perform at their best and supports fair, consistent and safer recruitment decisions. The following guidance will help you prepare candidates, organise the interview panel and make an evidence-based appointment.
Preparing candidates for interview
Where possible, give candidates at least five working days’ notice of the interview. This allows them sufficient time to prepare and make arrangements to attend.
Think carefully about the candidate’s experience. A professional, welcoming and well-organised process will give applicants a positive impression of your setting.
You may wish to:
- Send candidates a link to a video or information on your website that showcases your organisation and the benefits of working for you.
- Offer a tour of the provision, either before or on the day of the interview.
- Build time into the interview schedule for candidates to see the working environment and ask questions.
- Explain who they will meet and what the interview process will involve.
- Ask whether they require any reasonable adjustments to participate fully in the selection process.
- A tour can help candidates feel more relaxed and give them an opportunity to formulate relevant questions based on what they observe.
Preparing the interview environment
Consider how the interview room is arranged and whether it provides a comfortable, professional, and accessible environment.
Check that:
- The room is accessible and suitable for any reasonable adjustments.
- There is a table and suitable chairs for the candidate and panel members.
- The room is private and free from interruptions.
- The temperature, lighting and ventilation are comfortable.
- Drinking water is available.
- All required paperwork and interview materials are ready.
- Confidential information cannot be seen or overheard by others.
Preparing yourself and the interview panel
Allow enough time for each interview. This should include time for the panel to discuss, record, and score each candidate’s responses before the next interview begins.
Good practice includes:
- Having at least two people on the interview panel.
- Ideally involving the same people who completed the shortlisting.
- Using the same panel members for every candidate to support consistency and fairness.
- Agreeing in advance who will chair the interview, ask each question and record the responses.
- Ensuring panel members understand safer recruitment, equality, inclusion and data protection requirements.
- If using a scoring system, agree the system and what evidence would represent a strong response before interviews begin.
- Declaring and managing any potential conflicts of interest.
- Scheduling breaks to help panel members remain focused and objective.
Consider whether an interview alone will provide enough evidence. Candidates could also be asked to demonstrate their knowledge and skills through:
- A prepared activity.
- A short presentation.
- A written or practical task.
- scenario-based exercise. An observed interaction or activity with children. A discussion about how they respond to a safeguarding concern.
Any practical activity involving children must be appropriately planned, risk assessed and supervised. Candidates should not be left unsupervised with children.
Information to send candidates - before the interview
Candidates are more likely to demonstrate their skills and knowledge effectively when they understand what to expect.
The interview invitation should include:
- The date, time and location of the interview
- The name and contact details of the person candidates should report to
- Directions to the setting and information about parking or public transport
- The expected length and format of the interview
- Details of the interview panel, where appropriate
- Information about any tour, task, activity, presentation or observation
- Clear instructions about anything the candidate needs to prepare
- Guidance about suitable clothing and footwear, particularly if the process includes working alongside children
- Information about requesting reasonable adjustments
- a list of original documents the candidate should bring
Documents may include:
- Original qualification certificates
- Original certificates from development courses undertaken
- Original Proof of identity
- Evidence of the right to work in the UK
- Other documentation specified as part of your recruitment and safeguarding procedures.
Viewing original documents at the interview stage, where appropriate, can reduce delays later in the recruitment process. Documents should be checked, copied and stored in line with your setting’s procedures and data protection requirements.