Deciding on Who is to be Appointed
When candidates are short-listed, there is a further opportunity for checking curriculum vitae and disclosures of interest, to seek any additional information, e.g. referee, probity or security checks, and to ensure that an eventual appointment cannot be criticised on procedural grounds. The potential for conflicts of interest should be analysed at this stage.
Attention also should be paid to relevant skills that have been gained through non-traditional career streams, e.g. communication and negotiation skills, political sensitivity, demonstrated ability to think strategically
Interviews should be handled in a consistent way and against clear criteria, so that fair comparisons can be made of all short-listed candidates. Where possible, the chair should be involved. Departments should assemble an interview panel that matches the requirements of the board or body and the particular board vacancy. The membership of the panel for an appointment should remain the same, unless exceptional circumstances arise. An objective record needs to be kept of all interviews.
Interviews also are a good way to share information on the complexities of working in the State sector and to gauge the depth of the candidate's understanding of the duties of a board member, including the importance of good governance of the Crown's interests. The panel also must give a candidate the chance to respond to any concerns raised by their declaration of interests or by any external checks.
Departments may reimburse the actual and reasonable costs met by applicants attending interviews, on a case-by-case basis.