Assessment methods

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

• 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.