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Selection

Conducting interviews:

The interview is a chance for the committee to seek further information on the candidates' suitability for the role.

Preparing for the interview

Interviews are more likely to be professional and effective if they are well prepared. The following steps will assist in preparing for interviews:

  • Interviews with all short-listed candidates should be scheduled on the same day where possible, or at least on successive days.
  • Candidates should be notified of the following interview arrangements:
  • time
  • date
  • location
  • likely duration
  • status (first, second, final, etc.)
  • parking/transport availability/arrangements
  • person to contact on arrival
  • membership of selection committee
  • additional information to bring or which will be made available and where or from whom additional information may be gathered.

Scheduled times should provide for sufficient interview time and the opportunity for discussion after each interview or at the conclusion of the interviews.

Interviews should take place in a comfortable venue, which offers privacy and no distraction. The accessibility of the venue for candidates with disabilities should also be considered.

Applicants who are travelling from interstate or overseas should have the reasonable costs of travel, accommodation and basic meal expenses met. If more practical, video or telephone conference interviews can be arranged however where this option is chosen, candidates should be informed that a further face-to-face interview may be required. Otherwise, applicants travelling from interstate or overseas should have the reasonable costs of travel, accommodation and basic meal expenses met.

Committee members should prepare questions prior to the interviews. Questions should be based on the selection criteria and all applicants should be asked the same core questions. The University recommends that questions invite applicants to provide examples and information to demonstrate that they possess the skills and knowledge, as identified in the selection criteria, to perform the role. Committee members may find the item bank of questions useful.

In preparing questions, committee members should take care to ensure that questions do not give rise to a breach of discrimination laws. Examples of the issues that committee members should be particularly aware of include:

Sex/marital status/parenthood/sexual preference

Inquiries into family circumstances, relationships, spouse or partner's situation, childbearing plans or childcare arrangements are not acceptable. Where appropriate and according to the needs of the position, each applicant may be asked if he/she is willing and able to travel, to work overtime, to work shifts or during the weekend. Applicants may be asked if they will be available to start work at a specific date or to work during a specific time period.

Pregnancy

No questions should be asked about a present or intended pregnancy. However, applicants for positions involving work that may harm the foetus should be informed of this risk at the interview.
Advice on the nature and degree of risk may be sought from Occupational Health and Safety. Applicants may be asked about their availability for work at specific times, as required by the job.

Nationality/Race

No inquiries relating to national or ethnic origin may be made. However, the selection committee may ask and seek confirmation that the applicant is legally entitled to work in Australia. Fluency in the English language may be taken into account only insofar as it is necessary for the particular job. If fluency in a language other than English is required, this should be included in the information provided to applicants and questions at interview should only be directed to the applicant's fluency in the language, not their nationality or race.

Impairment or Disability

Candidates should not be asked questions at interview about their health or fitness. Questions should be directed only towards their ability to carry out the work required.
If a medical condition or impairment is disclosed during the selection process or by medical examination, the selection committee should take the information into account only if a positive answer can be given to one or more of the following questions:

  • Is the person unable to carry out the essential requirements of the job as specified in the selection criteria?
  • Is it unreasonable to make special arrangements to accommodate the person's special needs (e.g. seating, restroom facilities, car parking, and work schedules)?
  • Would employment of the person increase the risk of injury to that person or to other people?

Age, physical features

Selection committees should not draw inferences about an applicant's personal characteristics (e.g. energy levels, ability to withstand stress) on the basis of age or physical features.

Religious or political conviction, industrial activity

No questions should be asked on these matters.

Candidate voluntary offers information

Please note that if a candidate voluntarily discloses information (i.e. without prompting from the committee) about an illness, impairment or disability or their religious beliefs etc, that may have an impact on his/her ability to perform the role, committee members should hold the information in strict confidence and such information should be destroyed after the selection process is completed.

Conducting the interview

On the day of the interviews, it is recommended that the selection committee meet approximately 30 minutes prior to the commencement of the first interview to discuss the interview format. It is recommended that during the interview, the selection committee:

  • ask the same core set of questions to each applicant;
  • ask for as much factual data (evidence) as possible, ensuring that it is relevant to the selection criteria;
  • request that the applicant provide evidence of qualifications if this is one of the essential selection criteria;
  • ask about visa status or citizenship (if applicable) and if there are any related impediments to employment. Refer to Immigration requirements; and
  • provide each applicant with sufficient time to respond to and ask questions;
  • provide the applicant with an overview of the role

Interviews are a two-way process during which:

  • the selection committee evaluates the specific job and employment related characteristics of each applicant; and
  • each applicant gains a realistic appreciation of the requirements and expectations of the position.

The selection committee is responsible for providing each applicant with information in relation to the position, conditions of employment (including that the position is subject to a probation period) and working environment.