Recruitment & Selection Procedures

7.4 Decision Process7.4.1 Interview RecordAt the end of each interview, panel members will leave enough time to discuss thecandidate and to make notes on that discussion. By the end of the interview session, thepanel chair person must ensure that all interview records are completed and signed by allpresent. There must be sufficient detail given on the form to provide constructivefeedback to candidates if required. All interview notes made by the panel will be sent toHR at the end of the interview session.7.4.2 Starting SalaryThe panel will discuss and agree the salary to be offered to the successful candidate andjustification will be recorded on the interview record. The starting salary will normally bethe base point of the salary grades or the advertised spot salary. However, the interviewpanel in consideration of the experience of the candidate can recommend a higher salarypoint. The Head of HR/Deputy Head of HR must approve the final starting salary beforethe offer is made. The interview record will be authorised by the Head of HR/DeputyHead of HR.8. Interview Expenses8.1 Travel expenses will be reimbursed from the point of entry only at the rate of 23p per mileor economy class travel (with receipts provided). The University College may retaindiscretion for posts with an international dimension. The University College will normallyonly reimburse candidates up to a maximum of £500. Any excess must be met by thecandidate.The HR department will arrange overnight accommodation for candidates if required andwill meet the expense if agreed in advance of interview.Reimbursement will not normally be given for meals, refreshments, telephone calls orother incidental expenses.Reimbursement will not normally be paid to candidates who withdraw from therecruitment process at any stage.9. Unsuccessful Candidates (following interview)9.1 Unsuccessful candidates will be informed of the outcome of their interview in writingnormally within two working days. Individual feedback will be given to all candidates ifrequested. This feedback may be given by the line manager but more usually by the HRrepresentative present on the panel. Where internal candidates are not successful, theline manager should always provide face to face feedback, indicating the reasons for thepanel decision.10. Reserve Candidates10.1 Reserve candidates will be informed of the outcome of their interview in writing within twoworking days. They will be told that if an offer is to follow, they will be informedimmediately both verbally and in writing.9