Each member of the Appointment panel will be given an interview assessment form to record notes for each candidate during the interview. You dont have to make notes on this form but are required to use it as a guide for what areas of assessment you will be making your notes and final decision on) The interview assessment form is purely for note taking and does not have to be attached to the hairpersons record sheet. This haipersons record sheet is very important as it is the final sheet which records each panel members thoughts and decisions and would be used in an Employment Tribunal if required. !hen making your interview notes" you should therefore make them legible" clear" to the point and fair as you will use these notes when discussing each candidate at the end of the day. This sheet will be a summary of the interview process and kept in a separate file from the rest of the #$% documents so that it can be accessed quickly and easily. After the interviews have been completed" all &nterview Assessment 'orms and( or interview notes must be returned to the hair of the panel to correlate and retain for feedback. These documents must be kept and sent to )# with the completed recruitment file within * months. How to use the form? +nly , candidate can be recorded on , sheet so you should make sure you have enough sheets to cover the number of candidates you are interviewing. The administrator looking after the vacancy will have already put the essential and desirable characteristics on each sheet. !here a selection e-ercise .apart from interview) is used in the process and you are involved" feedback on the candidates performance must be detailed on the record sheet under the essential( desirable criteria that has been agreed by the panel. 'or each candidate you should also consider if they are appointable( not appointable" what order the candidates come in and specific reasons for these decisions. You can use the assessment form to summarise your thoughts about this for each candidate after each interview. The final decision and all discussions will however only take place at the end of the day" after all interviews. Terms explained Appointable / this means that the candidate has demonstrated all of the essential selection criteria and some( all of the desirable selection criteria. &f it is recorded that the candidate is appointable they will then be put in a rank order and have to be offered the 0ob. Rank order / this is the list of appointable candidates. &t shows who is the best candidate and to be offered the 0ob first (1! &f the first candidate doesnt accept then the second person on the list (" would be offered the 0ob. This process would be followed for all of the appointable candidates on the list. #ot appointable / this means that a person has not demonstrated one or more of the essential selection criteria and some( all of the desirable criteria. &f they are not appointable they will not be offered the 0ob at any point. Interview Assessment Form $anel member name %&hool' %ervi&e (ob title) %&hool' %ervi&e) Interview date) Appli&ant name) %kills' experien&e' *ualifi&ations +emonstrable (,es' no Reasons and &omments for de&ision and feedba&k Appointable or not - rank order (1 . most appointable /es and rank order 0R #ot appointable An, other &omments for feedba&k) Interview Assessment Form $anel member name %&hool' %ervi&e 1oanna 1ury 2irectors service (ob title) 3ersonal Assistant to 2irector %&hool' %ervi&e) 2irectors service Interview date) 4 nd 5ovember 4667 Appli&ant name) 8isa Trouble %kills' experien&e' *ualifi&ations +emonstrable (,es' no Reasons and &omments for de&ision and feedba&k &T skills" including word processing" spreadsheets $ databases" in 9icrosoft +ffice software. /es 2emonstrated e-perience and knowledge of 9% office. E-amples of how used in current role given. %1213TI0# T1%T) 2raft response clear layout" good structure using word" spelling and grammar checked. Ability to manage multiple pro0ects $ meet conflicting deadlines. /es :ood e-amples" well described of prioritisation and meeting tight deadline continuously. E-cellent oral $ written communication skills. #o E-ample letters produced in selection test of poor quality. 8ayout" content" grammar" spelling all had errors. E-amples of dealing with phone calls also had slight concern. !ould need training on telephone manner and customer service. )5()52 in an admin area or equivalent or demonstrable relevant e-perience as in person spec. #o +nly displayed knowledge of working toward qual .has taken year out( inconsistent with app form). 5o detailed e-amples of enthusiasm for this type of work or wanting to continue in a role that requires basic admin as well as more skilled admin. E-tensive relevant e-perience of providing admin $ secretarial support. #o 8ess demonstrable e-perience and skills that apparent in application. E-amples given mainly filing" prioritising team tasks but not much work that had to be managed by self. E-perience of working of using diplomacy in a senstive or confidential work environment #o 2id not demonstrate understanding of importance in dealing with work sensitively and applying diplomacy to confidential issues. %1213TI0# T1%T) 5o tact( diplomacy shown in draft response to a possible query that could get. E-cellent organisational $ interpersonal skills. #o Although showed good organisation skills of diary mgt( planning meetings" interpersonal skills required to do these was not evident or demonstrated. Appointable or not - rank order (1 . most appointable #ot appointable An, other &omments for feedba&k)