For Recruiting Managers

Thank you for taking the time to invite an aspiring colleague to shadow your interview(s). Your commitment to provide enriching learning opportunities supports the University's commitments to our staff and will be an interesting experience for you as well. 

Finding a Shadower

• Consider whether the position you are recruiting for may be of interest to a potential Shadower. You may particularly wish to consider Shadowers from underrepresented groups and/or those who have been unsuccessful in previous interviews for roles at this grade.
• You’ll need to identify those who are interested in shadowing opportunities. This could be through Annual Reviews or a School/Department register of interest which we’d recommend as the simplest way to connect Shadowers to shadowing opportunities.

Pre-interview

Briefing your Shadower in preparation for interview observation.

Whilst the Shadower is not a formal member of the panel, it may be useful for them to read the Recruitment Guidance and Diversifying Recruitment documents in preparation for shadowing the interview panel.

1. Engage in an honest discussion about their interview experience. The opportunity to observe different approaches in delivering interview tasks and answers will advance their own approach to interview technique.
2. Explain the essential and desirable criteria, the questions you will ask, and the types of evidence you are looking for from the candidates 
3. Take the opportunity to get a fresh perspective on your planned approach, they might help you recognise any potential barriers for candidates you may have missed. 

4. Discuss if the Shadower is comfortable introducing themselves to the candidate.  Consider using the following statement:

   “I am (your name), I am shadowing this interview as part of my development. I will not be asking you any questions nor taking part in the decision-making“ 

Interview and Panel discussions

1. The Shadower may introduce themselves or will be introduced by you.
2. Conduct the interview as agreed with the formal panel. 
3. The Shadower will not take part in the recruitment decision-making. However, listening to the panel discussions will help them to understand what evidence the panel is looking for to best satisfy the role criteria.

After the interview

Next steps to aid Shadowers in their development journey

1. Take the opportunity to openly discuss the Shadower’s experience of the recruitment panel to inform the development of your own practice and answer any questions that they may have about the process, their learning and observations. 
2. Encourage your Shadower to identify their development needs and opportunities that will support their career progression, and to include these in their Annual Reviews and other development conversations with their manager. 
3. Where feasible and appropriate, you may be able to help connect your Shadower with further learning, development and networking opportunities.