Assessment methods

Interviewing is the most common selection method, but on its own it may not be a reliable indicator of job performance.

Include additional tests or exercises to assess candidates against elements of the job that may be difficult to judge in an interview.

Job type	Method
Academic, research or teaching posts	You could ask candidates to deliver a seminar, give a departmental presentation or write a report
Facilities support posts	A practical test could be used to test an individual's skills, eg for a security post candidates could be asked to watch a video of an incident and write an incident report
Administrative posts	You could ask candidates to complete an exercise using office software, or do an in-tray exercise
Technical posts	Candidates could be asked to diagnose faults on equipment and suggest possible methods of fixing them
Posts involving finance	Candidates could be asked to interpret financial information or to complete a numeracy skills test
Posts requiring supervisory skills	You could ask candidates to take part in a supervisory role-play

Maintaining fairness

Although additional tests can be very useful, you must make sure they are carried out in a fair, inclusive and consistent manner to avoid disadvantaging any candidates.

Bear these principles in mind when designing, implementing and assessing tests:

• Give all candidates plenty of prior warning
• Explain to them the purpose and duration of the test and give clear instructions
• Have a clear understanding of what you are testing for
• Rather than making vague or subjective notes during the tests, develop a set of objective criteria that you will mark against.
• All tests should be administered uniformly
• In the same location, by the same person, with the same resources and time limits
• The tests must be designed to provide equality of opportunity for all candidates
• You should be prepared to make adaptations for candidates with a disability