Resourcing Team Support

Invitation to Interview

It is good practice for all shortlisted candidates to be sent a letter/email to invite them for interview. This should contain:

• the date, time and location of the interview, allowing the candidate reasonable notice
• the name and job title of the interviewer
• details of any particular information that the candidate should bring to interview
• an invitation to the candidate to provide details of any adjustments that should be made for the candidate’s interview (for example, an induction loop or mobility assistance).

Candidates should be asked to confirm their attendance. The correspondence should also explain how to confirm attendance and should provide relevant contact details in the event that the arrangements are unsuitable.

Time and location of Interview 

Care should be taken to arrange interviews at a time and in a location that is both suitable and appropriate for candidates and interviewers to attend.

The law recommends that employers should try to be flexible about the arrangements for interview. Where candidates experience difficulties in attending interview at a particular time, for example, due to existing work commitments, travel difficulties or childcare responsibilities, employers should consider any alternative times that may reasonably be offered.

Employers should also take care to ensure that the place in which the interview will be held is easily accessible for all candidates. Particular care should be taken to consider any reasonable adjustments that may be required for disabled candidates.