Interview Guide - Public Service

INTERVIEW GUIDE

Date:......

Applicant:......

Role:......

PanelMember:......

Interview checklist

Open the Interview – Chairperson

□Greet and thank the applicant for their time.

□Ask is there anything that they require in the way of special needs or adjustments

□Provide your name and position and introduce the panel.

□Confirm the position the applicant is to be interviewed for.

□Provide an overview of the role.

Outline the interview and explain how it works

□Advise how long the interview will take (e.g. 60 minutes).

□Advise panel members will be rotating asking questions.

□Indicate panel members will be taking notes (so there may be less eye-contact).

□You may need to manage the time to get through all the questions and stop them if you have enough information. You may ask follow-up questions to clarify details.

Stages of the Interview Proper - Questions

□Key Background Review - clarify and review their application and CV, focusing on relevant work history (and possibly education).

□Interview questions for each capability (Key Selection Criteria)

Interview Close

□Give the applicant a chance to ask questions

□Talk about next steps in the process and timelines

Post Interview

□Individually score the applicant against the Key Selection Criteria

□Discuss scores with other selection panel members and reach and agree a final rating

Interview Recording and Scoring

Recording the data gathered during the interview is a critical requirement for ensuring a proper evaluation of the applicant and to have a record in the event of any grievance. Please note that other panel members may be required to read and review your notes in order to determine the final evaluation of the applicant and therefore note taking is mandatory in order to support this process.

Each panel member should take notes so you can discuss the applicant effectively when agreeing on the final rating.
Provide an overall rating, weighing up the applicant’s responses to questions against the positive/negative indicators shown. Use the following rating scale for assessing the applicant’s suitability against each Key Selection Criteria.

Rating Scale / Description
3 / Fully Satisfies
2 / Partially Satisfies
1 / Does Not Satisfy

Note: “+” and “- “can be used to further refine the ratings

Interview Summary

Key Selection Criteria / PANEL 1 / PANEL 2 / PANEL 3 / Consensus
1. DET Values
2.
3.
4.
5.

Candidate Summary

Strengths / Development

The SBI Methodology

If using behavioural questions,remind the applicant that when answering they should address three key areas:

Situation / Task: The applicant needs to succinctly explain the situation they were in to provide context and motives for their actions.

Behaviour / Action:The action the applicant took to handle the circumstance is the key to understanding the applicant’s capabilities, and their level of competence in those capabilities.

Impact / Result:What the outcome was, how effective or ineffective the applicant’s behaviours were.

The applicant’s comments about the impact can also reveal their level of self-awareness, as well as their insight and understanding of things like organisational context.

KEYSELECTION CRITERION 1

Public Sector Values

KEY ACTIONS

Responsiveness
Integrity
Impartiality
Accountability
Respect
Leadership
Human Rights

Planned Question:

Provide details on next steps in the selection process.

If successful what is your availability to commence employment?

Thanks again for meeting with us today.