‘Can I invite candidates from overseas?’ If a candidate is being invited from abroad, they will usually incur significant travel and accommodation costs (such costs are met from the central recruitment budget held by Human Resources). As an alternative a video-conference or other virtual link for the interview may be a feasible and cost-effective alternative.
‘What if a candidate can’t make the date/time?’ If someone you invite for interview can't make the date or time set, although you are not necessarily obliged to re-arrange their time or date, it is recommended that you at least consider whether you can accommodate their needs. If the candidate is unable to attend due to child-care responsibilities, a disability issue or even a religious holiday then you may be potentially discriminating if you do not take this into account. If the reason is a holiday or other commitment, then you will need to make a pragmatic decision as to whether re-arranging is feasible.
‘What if I know one of the candidates?’ If a member of the panel has a family or non-work related social connection with any of the candidates invited for interview, they should declare this to the Chair of the selection panel at the earliest opportunity before the interviews take place. The Chair will then need to make a judgment as to whether the individual should remain part of the process or be replaced. Normal academic or professional contact, which may involve a degree of social contact, would not normally be a reason for excluding someone from the process.
'What if a disabled candidate needs adjustments to the interview or assessment process?' If an applicant is a disabled person and has said that they need adjustments during the interview process, and those adjustments are reasonable, then you must make them. This could include finding an alternative venue, providing accessible software, or changing the times of the interview.
