Interview Shadowing

Staff | By enabling colleagues to shadow interview panels for more senior roles, this initiative supports the University's commitment to grow our internal talent and diversify our staff.

Principles - Overview

While these principles were conceived to improve representation at grade 8 and above, they can benefit colleagues seeking progression to the next grade or into a different role. The principles are designed to support enriching development opportunities to those seeking progression to higher grades or wanting to improve their interview skills. 

How Can Shadowing Enable Change?

  1. Personal and Professional Growth

    The principles support individual and organisational growth, including developing leadership potential, sharing knowledge and skills, and extending professional networks.

  2. Building Inclusive Leadership

    These principles support delivery on our commitment to increase the diversity of staff at senior grades, in leadership roles and in decision-making.

  3. Diversifying Recruitment Practices

    The principles aim to foster inclusivity and transparency in recruitment practices.

  4. Supporting Succession Planning

    Nurturing those who feel ready to take the next step in their progression supports business continuity and succession planning.

  5. Synergy with University's Initiatives

    The principles aim to mainstream supportive practices and enhance local and organisational activities to meet strategic EDI goals.

Interview Shadowing infographic showing stages of how principles bring change

Benefits

Benefits for Shadowers

  • Provide transparency and opportunity to understand expectations for progression.
  • Broaden professional networks within the University.
  • Gaining experience in recruitment process, thus building trust in the institution.
  • Identify key strengths and areas of development in terms of interview skills and professional development.

Next steps and Guides available.

Benefits for the University of Edinburgh

  • Developing succession planning by attracting and retaining a talented and diverse workforce.
  • Optimisation of recruitment guidance that is evidence-led and continuously responsive.
  • Mainstreaming EDI in planning and practice.

Benefits for Recruiting Managers

Gain fresh perspectives on your recruitment practice, improve succession planning and support the development of talented colleagues.

Benefits to Recruitment Shadowing diagram

Guides

The guides below set out principles and tips for Recruiting Managers and Shadowers.

Material Pack

FAQ

It is important to include this in the interview invitation and to mention the name of the colleague who will be a Shadower to prevent any potential conflict of interest. The Shadower can still observe the other interviews. Here's a potential statement to use: 

"As part of our internal career development programme, we have invited _______ to shadow this interview for their own personal development. If you would prefer not to have your interview shadowed by this person, please notify us when confirming your attendance."


It is important to note that Shadowers are purely observing the process and are not part of the decision-making process. If the Shadower feels there is a good reason not to observe this particular candidate, they should disclose it to the panel in good time.


We need to be mindful that the purpose of the Interview Shadowing Principles is to demystify interviews for aspiring colleagues so they can be proactive in their career planning. Potentially observing your own manager’s interview can be of great value, but of course, it must be carried out with confidentiality and respect. If either the recruiting manager, the candidate (manager) or the Shadower (direct report) feel that this would not be a constructive experience, then we suggest they do not shadow their manager’s interview in that instance.


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