The Civil Service Commissioners' Recruitment Code requires that selection methods must be relevant to the vacancy and treat candidates in a consistent manner. They must be objective, fair and unbiased. Recruiters must avoid prejudice or discrimination at interview and reasonable adjustments must be made to accommodate disabled applicants.

Apart from prison officers and certain specialist grades the normal selection method is a competency-based interview. This can be supplemented by other suitably validated selection tests. For all prison officer Recruitment the JSAC process must be used.

All panel members should declare and withdraw from the panel if they are in or have a personal relationship with an applicant.

Board members should assess relative competence of candidates as evidenced by the interview and other tests if applicable. A model rating form is available for this purpose. For guidance on the use of the rating form click here.

In all cases the reason for selection or non-selection of an individual candidate must be recorded. When all the interviews have been completed the chairperson must write a summary of the board's results including a list of candidate's in merit order. Where candidates have been awarded similar merit markings the reason to place one candidate above another must be clearly recorded.

Candidates must be appointed in merit order unless there are sufficient vacancies to appoint all immediately.

A reserve list may be held for no longer than 12 months from the completion of the selection process. Candidates held on the reserve list can only be used to fill vacancies specified in the original advert. Candidates must be informed they are on the reserve list but that no guarantee must be given that they will be offered a post. When the reserve list is disbanded candidates must be informed. Candidates on the reserve list must be appointed in strict merit order.