Guidance on how to decide on the right candidate Sufficient time should be built into the recruitment schedule to allow panellists to discuss in full the scoring of each candidate. In decision-making discussions, all panellists should have equal time to share their evidence-based assessment of each candidate’s strengths and weaknesses in relation to each of the criteria. Within this dynamic, it is important that there is not a ‘rush to consensus’ or attempts to influence/cajole others into following the consensus. Panellists should be prepared and encouraged to openly share their own views, and to constructively challenge colleagues when there is a lack of evidence to support assertions. All panellists should be made aware that, as at any stage of the selection process, it is permissible in law to prioritise candidates from disproportionately underrepresented groups over other candidates of equal merit. Giving meaningful feedback to unsuccessful candidates Consider how you can give feedback to unsuccessful applicants. Can you prioritise applicants from underrepresented groups for more detailed feedback that will help them to achieve recruitment success in the future? This article was published on 2024-03-06
