How do I view and shortlist applicants?
You can view each candidate’s application by logging into our recruitment system, Tribepad. You should use the key criteria you determined at the vacancy requisition stage (based on the job description) to shortlist the applications you’ve received. You might wish to complete a short telephone interview at this stage, and Tribepad also has a ‘questionnaire’ functionality which may be used as a shortlisting-tool.
Please note that internal applicants at risk of redundancy will be shortlisted to interview for a role they have applied for, provided they meet its minimum requirements.
If you need any support during the shortlisting, selection and assessment stage, please contact the People Team (unless otherwise specified in this section).
What kind of interview or assessment should I hold with shortlisted candidates?
Some roles within our co-op have a standardised selection approach (including assessment / scoring criteria) which are available via Metro.
If you’re setting out the selection process and assessment / scoring criteria yourself, you should think about which method/s will be most effective in allowing you to assess candidates against your key criteria. As well as a face-to-face interview, other approaches might be appropriate (including, but not limited to):
- Asking the candidate to deliver a presentation to a brief
- Task/s which demonstrates the candidate’s occupational knowledge, skills or experience
You should let candidates know what the selection process will be beforehand, including the details of any second stage (where applicable). Whatever approach you take, you should be mindful to ensure that all candidates will have the same opportunity to respond to questions and demonstrate their suitability. You should interview / select with someone else (ideally with one of you focusing on the candidate and selection process and the other taking notes).
You should also define your assessment and scoring criteria (based on the initial key criteria you defined) in advance of selection. Any assessment and scoring must be clearly evidenced from the interview to ensure any decisions are fair, objective and transparent.
I’m interviewing an internal candidate. Can I contact their line manager for feedback on their current performance as part of the selection process?
Yes, but you should be mindful that the knowledge, skills and experience required for your vacancy may be different to those required by the candidate’s current role.
Can I be involved in the recruitment process if someone I know (e.g. a friend or family member) has applied?
You should take steps to avoid any bias (or the perception of bias) during any recruitment process. You can read more about our co-op’s approach and your responsibilities here, Personal Relationships at Work.
How do I use Tribepad to update candidates about their application?
Within Tribepad, you can manage applications (e.g. ‘reject’ their application, invite them to the next selection-stage, etc.). Supporting emails are sent to the candidate based on manager actions within Tribepad. It’s really important that everyone who applies to work at our co-op has a great experience. This means keeping them updated about the progress of their application, including letting them know if they’ve been unsuccessful.