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| Vacancy Advertising Scheme (VAS) |
Agreeing a Selection Strategy
In order to ensure that the post sift stage of the selection process is managed effectively the panel should agree the selection strategy to be used. This must be related to the requirements of the job.
Any tests or exercises used must be reputable, fair and objective and unaffected by gender, race or any other irrelevant factor. For example, if a presentation is appropriate it must be decided beforehand how this is to be scored.
If the post to be filled is that of a trainer, it may be appropriate to score the actual presentation in addition to or instead of the content of the presentation.
For other posts it may be the content of the presentation that is the only element that needs to be scored.
The competences to be tested at interview should be divided up between the panel members in order that they can prepare their own competence based questions ahead of the interviews. Further guidance on competence based questioning is available by clicking here.
Reasonable adjustment to accommodate disabled applicants
In the case of any disabled candidates emphasis must be placed on the skills and abilities of the individual to perform the work of the post and not the perceived limitations resulting from their disability. It may be necessary to make special arrangements to ensure that an applicant is given full opportunity to demonstrate their potential at interview.
Consideration must be given to the physical arrangements made for the interview to ensure that they will not cause substantial disadvantage to interviewees known to have a disability. The steps it might be reasonable to take to avoid discrimination would depend on the individual circumstances but might include:
- Rearranging the interview to a place or time more practicable for a disabled person;
- Arranging the services of a signer for someone with a hearing impairment;
- Arranging the interview room so that a candidate with a hearing impairment has a clear and well lit view of all the interviewers and there is no strong light which could make lip reading difficult;
- Ensuring the interview room is accessible to a person with a mobility difficulty or visual impairment;
- Giving a disabled person longer interview time if their disability is such that (because of the need for interpretation, for example) the interview would be likely to take longer than for another candidate.
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