3.2 Use agreed methods to assess candidates

This guide will help you answer 3.2 Use agreed methods to assess candidates.

Assessing candidates is a structured process used to determine if they meet the necessary requirements for a role. In health and social care, this is particularly important as workers need to have the right skills, knowledge, and behaviours to effectively support individuals. Using agreed methods ensures that assessments are fair, consistent, and aligned with best practices. In this guide, we cover some common agreed methods you can use to evaluate candidates and how to implement them effectively.

What Are Agreed Methods?

Agreed methods are the structured and planned ways organisations use to assess candidates during the selection process. These methods are written down, approved within the workplace, and designed to collect information about a candidate’s suitability for a role. They allow employers to:

• Make decisions based on evidence rather than assumptions or bias.
• Provide a consistent experience for all candidates.
• Ensure legal and organisational standards are followed.

Examples of agreed methods include interviews, reference checks, practical assessments, and situational judgement tasks. These methods may vary depending on the role being recruited and the organisation’s policies.

Why Are Agreed Methods Important?

Using agreed methods ensures that every candidate has a fair and equal chance to demonstrate their suitability for a role. In health and social care, this means selecting the best person to provide safe, effective, and person-centred support. Consistency in assessment also protects the organisation by demonstrating compliance with legal requirements, such as the Equality Act 2010, which promotes non-discrimination during recruitment.

Common Agreed Methods for Assessing Candidates

Formal Interviews

Interviews are one of the most widely used methods. They involve asking candidates a series of questions designed to assess their skills, experience, and suitability for the role. Types of interview formats include:

• Structured Interviews – Where all candidates are asked the same set of predetermined questions to ensure consistency.
• Competency-Based Interviews – Focused on candidates giving specific examples of how they have demonstrated skills or behaviours required for the role. For example, “Can you describe a time when you effectively managed a challenging behaviour?”
• Panel Interviews – Conducted by multiple interviewers, often including managers, HR representatives, or service users.

The agreed method for interviews should specify:

• How the interview will be conducted (e.g., in person, over video).
• The specific questions to be asked.
• How responses will be scored, such as by using a rating scale to measure answers against job requirements.

Practical Assessments

Practical assessments are used to test a candidate’s ability to perform tasks directly related to the role. These are often required in health and social care, where hands-on skills are crucial.

Examples of practical assessments include:

• Asking candidates to create a risk assessment for a hypothetical scenario.
• Observing how candidates interact with service users during a short activity.
• Testing manual handling techniques or administering basic first aid.

These exercises allow organisations to see a candidate’s capabilities in real situations. The agreed method should outline how candidates will be observed and what criteria will be used for evaluation.

Situational Judgement Tests

Situational judgement tests (SJTs) present candidates with realistic scenarios they might face in the workplace. Candidates are asked how they would handle these situations or select the best response from multiple choices.

For example:

• “If a service user refuses medication, what steps would you take?”
• “A colleague makes an inappropriate comment about a service user. How would you respond?”

SJTs assess decision-making, ethical reasoning, and alignment with organisational values. The organisation’s agreed method should include clear marking guidelines for acceptable or preferred answers.

Reference Checks

Checking references is an essential part of assessing candidates, particularly in health and social care, where safeguarding is paramount. This involves contacting a candidate’s previous employer or referee to collect information about their past work performance, reliability, and values.

Agreed methods for reference checks should include:

• Specific questions to ask (e.g., “Can you confirm the candidate’s previous role and responsibilities?” or “Were there any concerns regarding their reliability or conduct?”).
• A process to verify the authenticity of references to protect against false or misleading information.

Qualifications and Certificates

Certain roles require specific qualifications or certifications, such as NVQs, RQF diplomas, or first-aid training. Verifying these is an important assessment method.

The agreed method should cover how the candidate’s qualifications will be checked, such as:

• Requesting to see original certificates at the interview or onboarding stage.
• Cross-checking with awarding bodies if further verification is needed.

Disclosure and Barring Service (DBS) Checks

In health and social care, DBS checks are often part of the agreed assessment process for candidates working with vulnerable adults or children. These checks confirm whether a candidate has a criminal record or is on any barred lists.

The agreed process should specify:

• When the DBS check will be requested (e.g., pre-employment).
• How any disclosed information will be reviewed, such as comparing it to the role’s risk level.

Group Exercises

Some organisations use group exercises to assess teamwork, communication, and problem-solving skills. These activities often involve several candidates working together on a shared task.

Examples of group activities include:

• Developing a care plan as a team.
• Discussing and prioritising scenarios where service users require support.

The agreed method should outline how candidates will be observed during the exercise and which behaviours will be scored, such as collaboration, leadership, or listening skills.

How to Implement Agreed Methods Effectively

To use these methods successfully, follow these steps:

1. Plan the Assessment Process
   Create a clear structure for every stage of the assessment. Ensure all assessors understand their responsibilities, the agreed methods, and how to implement them consistently.
2. Train Assessors
   Ensure staff involved in assessments (e.g., interview panels or observers) have received proper training. This might include using scoring frameworks, asking unbiased questions, and interpreting results fairly.
3. Provide Written Guidelines
   Give all assessors an assessment guide or checklist to ensure methods are followed properly. This reduces inconsistencies and helps avoid subjective judgements.
4. Ensure Fairness
   Apply the same methods and criteria to all candidates.
5. Collect Evidence
   Document the results of assessments, such as interview notes, observation feedback forms, and test scores. This evidence shows how decisions were made and can justify actions if a candidate challenges the process.

Avoiding Bias During Assessment

Bias can undermine fairness and transparency in recruitment. Here are some tips to minimise bias:

• Focus on the agreed criteria listed in the person specification. Avoid letting personal opinions or gut feelings influence decisions.
• Standardise the scoring process. For example, use a scale (such as 1 to 5) to rate candidates against each criterion.
• Involve multiple assessors to reduce individual bias. For instance, panel interviews benefit from diverse viewpoints.
• Provide reasonable adjustments for candidates with disabilities, ensuring they can participate fully and fairly.

Legal Considerations in Assessments

Agreed methods must always comply with employment laws, such as:

• Equality Act 2010: Ensure no discrimination occurs due to protected characteristics like age, race, disability, or gender. Adjustments must be available for candidates with additional needs.
• Data Protection Act 2018: All candidate information collected during assessment must be stored and handled securely.
• Employment Rights: Ensure decisions are made fairly. Selection processes should follow the job description and agreed methods to avoid claims of discrimination or unfair treatment.

Benefits of Using Agreed Methods

Using agreed methods provides multiple benefits in the health and social care sector, including:

• Transparency: Candidates understand how they are being assessed, which makes the process fair and trustworthy.
• Consistency: Every candidate is treated equally, preventing bias or subjective decisions.
• Better Selection Outcomes: With structured methods, organisations are more likely to hire individuals who meet role requirements and align with workplace values.
• Legal Compliance: Following agreed methods ensures assessments meet the standards set by laws like the Equality Act.

Final Thoughts

By using agreed methods to assess candidates, organisations can ensure fairness, consistency, and thorough evaluation. Structured approaches such as interviews, practical assessments, and reference checks help select the most suitable individual for a role while upholding ethical and legal standards. In health and social care, this is essential to maintaining workforce quality and ensuring individuals receive the care and support they deserve.