Prepare

• Make sure that all concerned are notified and are available at the specified times;
• Make sure that the applicants are aware of any documentation or certificates which you require them to produce before interview, e.g. proof of identity such as a passport or birth certificate, recent photograph, exam certificates, proof of admission to professional bodies, etc;
• Compare the job description and personnel specification with the applications received;
• Plan questions to elaborate on the application form details and clear up question areas, e.g. periods of unemployment; your expectations;
• Arrange a structure to the interview;
• Make sure that there will be no interruptions

Conduct

• Put the applicant at ease;
• Outline the organisation’s background;
• Ask the applicant to elaborate on the application in appropriate areas, particularly those which influenced the decision to short list or which may be relevant to the working time legislation;
• Use open-ended questions, e. do not use questions that can be answered “yes” or “no”;
• Do not ask discriminatory questions or base selection decisions on discriminatory views (e.g. in respect of race, sex, spent convictions, trade union membership, disability);
• Outline the post in question, detailing the main terms and conditions;
• Allow the applicant to ask questions;
• Make sure details of acceptable referees are available and, where applicable, that documentary evidence of qualifications, etc., is checked;
• You should be prepared to answer any basic questions they may ask about this procedure;
• Tell the applicant when he/she can expect to hear the outcome of the interview;

Action

• After the selection, Candidate will be provided with Employment contract and references form. Once duly signed and send documents to us.
• Employer will issue a Certificate of Sponsorship for candidate.
• Candidate is eligible to apply for visa process.