​​​​​​​​​This guide supports recruiters, convenors and panel members to identify the most suitable candidates for junior medical officer positions while maintaining the highest standards of professional conduct through the interview process. Conducting fair, compliant, and effective interviews when hiring staff within NSW Health avoids discrimination and promotes equal opportunities for all candidates.

Do's

    • Demonstrate NSW Health's CORE values (Collaboration, Openness, Respect, and Empowerment) during the interview process.
    • Review the position description, selection criteria, and candidate applications in preparation.
    • Include at least two panel members—a convenor and an independent.
    • Involve diverse panel members with sufficient knowledge of the position requirements.
    • Declare any conflicts of interest.
    • Treat all applicant information confidentially.
    • Ask questions directly related to the selection criteria and focus capabilities of the role.
    • Assess candidates fairly against the position requirements and essential criteria.
    • Identify specific examples that demonstrate how candidates meet the criteria.
    • Provide an opportunity for candidates to ask questions at the end of the interview.
    • Provide constructive feedback to unsuccessful applicants if requested.
    • Document both the interview and decision-making processes.

    Don'ts

    • Don't invite applicants to informal meetings with panel members to determine eligibility.
    • Don't discriminate against applicants based on personal characteristics.
    • Don't make decisions based on factors unrelated to the position requirements.
    • Don't disclose confidential applicant information.
    • Don't allow conflicts of interest to influence the selection process.
    • Don't rush the process—ensure adequate time for deliberation after assessments.​

    Current as at: Tuesday 30 July 2024
    Contact page owner: Recruitment and Retention