Central Bedfordshire Council
www.centralbedfordshire.gov.uk
Selection methods
Your interview invitation will have explained which selection methods we will be using in the
recruitment process. The methods chosen are designed to help identify the most suitable candidate
for the job. Below is some information about what you might expect from each of the processes.
Assessment centre: several selection methods will be used to give you a chance to show how you
meet the role requirements in different ways. This helps identify applicant’s strengths and areas for
development in a variety of ways. At Central Bedfordshire Council assessment this approach is
usually used in our most senior recruitment, but it may be used elsewhere if necessary.
Formal interview: a panel of two / three interviewers will ask each candidate the same questions to
find out about their skills and experience relevant to the job. Supplementary questions will be asked
if needed, to clarify or expand on certain areas. Your responses will be recorded and scored against
a standard scoring system. You will have an opportunity to ask the panel your questions too.
Service user panels: for some roles you may also be interviewed by a panel of service users. For
example, if the role you have applied for will involve working with young people, we might arrange
for a panel of 3-4 young people that use or have used that service to interview you too. Selection
decisions will never be based entirely on a service user panel.
Long listing interview: these are often telephone interviews or short face-to-face informal chats to
get to know a bit more about you. This method is often used where there have been a large number
of applications or where very specific experience is required. These interviews are used to create a
shortlist for formal interview.
Presentation: the topic will either be communicated to you prior to interview or it may be given to
you on the day. Presentations look at your ability to communicate ideas as well as your knowledge
and thoughts on the subject area.
Psychometric testing - aptitude, ability and intelligence tests: these may be used as part of the
overall assessment procedure. These tests are structured, systematic ways of evaluating how a
candidate performs on tasks or reacts to different situations.
Psychometric testing – personality questionnaires: used to determine a candidate’s typical
reactions and attitudes to a variety of situations. For example, they may identify how well a
candidate gets on with others or their normal reaction to stressful situations.
Screening/preliminary interview: often used for jobs working with children or vulnerable adults,
screening interviews or preliminary interviews are confidential explorations of an applicant’s
background and attitude towards the areas of work for which they are being considered.
Selection exercise: used to test work related skills appropriate to the job and can include:
computer test, typing test, excel test, word processing, technical test, written exercise, in-tray
exercise, group exercise. Selection tests might be done on the day of the interview, or online
beforehand.
If you require any specialist equipment or adjustments, please contact the Resourcing Team on Tel: 0300 300
8301 or jobs@centralbedfordshire.gov.uk
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