1Do you have a formal process for vetting candidates?
2Do you widely advertise how and when people can apply to enter the candidate assessment process?
3Are you proactive in trying to recruit potential candidates from a diverse range of lived experiences and backgrounds?
4Are you transparent about how you assess application forms and the competencies you require of candidates?
5Do you allow candidates to submit their application in a variety of ways for example video or voice recording?
6Do you provide equality and diversity training for your assessment panel?
7Do you consider the diversity of those involved in the assessment process, such as panellists or those involved in shortlisting applications?
8Does your training discuss unconscious bias?
9When interviewing people during candidate vetting tick all activities that you currently do:
| Yes | No | |
| Hold interviews in a fully accessible building | ||
| Ask interviewees in advance if they require any reasonable adjustments | ||
| Create a welcoming and supportive atmosphere | ||
| Hold interviews in a quiet space with no interruptions | ||
| Offer the option of having the interview online via Zoom or another video platform | ||
| Write a list of competencies you will be assessing at the interview and make these available to interviewees in advance | ||
| Agree a set of questions in advance of the interviews | ||
| Send out interview questions to potential candidates before the interview | ||
| Record notes of what candidates said to answer each question in the interview | ||
| Tell potential candidates the timetable for making your decision |
10How important is it for candidates to demonstrate a lot of party campaigning experience in your assessment process?
11Do you offer feedback to people who aren’t successful?
12Do you only run a vetting process if you have an election in the near future?
13Do you collect equalities data about who was successful at assessment?
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