Nursery World - Recruitment: Part 3

In the third of a four-part recruitment series, Laura Henry offers
guidance on taking an applicant through the interview process.

Fairness, transparency and giving everyone an equal chance: these are the key watchwords to keep in mind when planning an interview. Suja Chacko, human resources expert, adds it is important to be aware of equality legislation at all stages of the recruitment process, including interviewing.

'Interviewers need to be aware of the duty to make reasonable adjustments if an applicant has disclosed a disability,' she says.

The interview process should ideally contain three parts: test, task and the actual face-to-face questions of the interview, which need to link to the person specification.

Test

Prepare for the interview day and set a test to ascertain the applicant's numeracy and literacy skills and functional skill level (in case you may need to offer extra support if indeed you go on to employ the applicant.) The test should be matched to the position; for instance, is the post for an assistant or manager? You can then skill the test up or down accordingly.

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