The Interviews Blueprint illustrates the process that is followed to interview prospective new employees successfully.
The HR Department evaluates/ reviews all applications received and produce a short-list in consultation with the responsible Line Manager that contains a list of all of the candidates required for an interview.
The HR Department/ HR Representative ensure interviews are schedules and that logistical arrangements are effectively communicated with the candidate.
The interview is conducted by all parties as listed in the Divisional Interview Panel Matrix. It is optional, depending on Divisional Practices, that in addition to the Interview Panel Matrix, an employment Equity Representative and/ or Union Representative is present as observers.
The Interview Guide provides a standard framework in which all interviews are conducted. The Interview Questionnaire Guide provides the basic generic questions that are asked during the interview process. Additional questions that are more specific to the position are also asked during the process. It is mandatory that members of the interview panel complete at least a minimum of 2 recordings/ documented record of the interview.
All members of the Interviewing Panel is present in all interviews to ensure consistency, fairness, and objectivity during the process.
A Final Shortlist is produced of selected candidates to proceed with a further screening process. If no suitable candidate was found during the interview process, the Interview Panel needs to reject the vacancy, and the recruitment process should start from the beginning.
Transparency & Communication
Knowledge & Skills
Legislation & Governance
Templates, Forms, Guides and Work Instructions
Inputs are all of the Elements deemed necessary to complete the process successfully.
- Applications for Advertised Vacancy.
- Advertised Vacancy
- Job Requisition
- Interview Panel Matrix
- Interview Questionnaire Guide
- Interview Guide
Outputs are all of the desired Outcomes when the Process has been completed successfully.
- Scheduled Interviews
- Interview Recordings
- Final Short-list
Tasks are the Step-by-Step Actions to be taken to complete the Process.
The HR Department needs to review and evaluate all applications received and produce a short-list that will contain all of the candidates required for an interview. The short-list is also known as the interview list.
The evaluation process needs to include a comparison between the applicant, job requisition, and the advertised vacancy.
A letter of Regret should be sent to all internal applications received if deemed unfit for the position. It is encouraged to also have a consultation with these employees to identify areas for improvement prior to sending the letter of regret. This process should be facilitated by the HR Department.
It is optional to send a letter of regret for all external applications received as there is a rejection clause in all advertisements.
The HR Department will schedule a suitable interview date and time with the candidate as well as all representatives of the Interview Panel Matrix.
The interview needs to be conducted by all parties as listed in the Interview Panel Matrix. It is optional that in addition to the Interview Panel Matrix, an employment Equity Representative and/ or Union Representative is present.
The Interview Guide will provide a standard framework in which all interviews need to be conducted. This guide serves as a professional interview framework, enabling the best possible outcomes for the session.
The Interview Questionnaire Guide should be followed during the interview. Members of the panel will be allowed to ask additional questions that relate specifically to the position applied for.
It is mandatory that members of the interview Panel make a minimum of 2 recordings during all interviews. The recording can either be made in audio or documented questionnaire formats.
In addition to the above, it is mandatory for the Interview Panel to consist of the same members for all applicants being interviewed for the same position. This ensures consistency, fairness, and objectivity during the process.
Only once all interviews for the position have been conducted, may the interview panel review all of the recordings and establish a final short-list that will progress to the screenings process.
END OF PROCESS