Here you will find user guides for each stage of the recruitment process including how to use and navigate our Trust recruitment system (Trac).

Reasonable adjustments in recruitment

Values Based Interview Assessment Form

Values Based Interview Assessment Form - Medical staffing

Additional selection methods

Interviews and assessments must seek to assess both the technical skills for the post and the values and behaviors of the candidate, and consideration should be given as to the right way to assess this for the role being recruited.

Assessment / selection methods must be relevant for the role and designed to test the values / skills / competency of applicants in line with the essential criteria for the role.

Recruiting Managers should contact the Strategic Recruitment Manager ( for advice and support when considering the best way for candidates to be assessed against the essential criteria for the role. Below are examples of selection methods that may be used in addition to the interview.

  • Tests – these can range from written exercise/case studies, drugs calculation tests, in-tray exercises and can be presented to the candidate prior to/after their interview.
  • ​​​​​​​​​​​​Presentation – the topic should be matched to a key aspect of the role. Candidates can either be given the subject to prepare their presentation prior to interview day or this can be given on the day with time to prepare in advance of their interview slot. 
  • ​​​​​​​​​​​​Assessment centre – these tend to be used for more senior roles or as part of a Trust wide recruitment event and incorporate a variety of exercises including role play, group exercise, written assessment and individual face to face interviews.