Recruitment Toolkit 4: Post Interview
This section aims to provide Hiring Managers with an overview of the main actions and considerations involved in finalising an appointment following the conducting of the interview process.
Post Interview Overview
Procedures for the appointment process
Following the interview, DCU People prepares a summary of the candidate(s) recommended for appointment by the Selection Board and forwards it to the President for approval. Where appropriate, the curriculum vitae includes a summary publication record for the recommended candidate.
Who approves the appointment
The level at which an appointment is approved depends on the grade of the post — either the President, or the Governing Authority on the recommendation of the President / Selection Board. See the Approval of Appointments section of the Recruitment and Selection Policy for the thresholds by grade.
Notification of outcome
DCU People formally notifies all candidates of the outcome of the selection process by email. Where internal candidates are interviewed, the Chair of the interview Board verbally notifies them of the outcome, after which DCU People confirms the outcome in writing.
If an unsuccessful candidate — internal or external — wishes to receive detailed feedback, it is normally provided verbally by the Chair of the interview Board or the Hiring Manager. If a candidate requests feedback in writing, contact your DCU People Partner, who will advise on next steps.
Providing feedback verbally
- Feedback promotes confidence in the selection process and can help candidates in future applications.
- It is an opportunity to discuss how the candidate was assessed against the selection criteria.
- Feedback should be positive in outlook, highlighting the candidate's strengths as well as any weaknesses or areas for development, with a view to more successful future applications.
- The conversation should provide qualitative feedback that is both informative and relevant to the candidate's development.
- Feedback delivered constructively is, in most cases, received positively by an unsuccessful candidate.
The Talent Team makes the offer of employment, liaises directly with the candidate, and keeps the Hiring Manager updated. If needed, a call or meeting with the candidate and the Hiring Manager can be arranged to answer queries or provide further information.
Offers are made in line with DCU pay scales and current Government pay policy (see the Recruitment and Selection Policy). The process is applied fairly and consistently in all instances and does not provide scope for negotiation.
Offer acceptance — pre-conditions
When candidates are formally informed that their application has been successful, they are advised that the job offer is subject to the University's receipt of the following:
- satisfactory references;
- a satisfactory medical report;
- verification of qualifications;
- completion of Garda Vetting (if applicable);
- an Employment Permit (if applicable).
This section outlines guidelines on expenses for both candidates and external Board members attending interviews. See the Interview Expenses Policy for full details.
Board members
- Travel: based on public transport rates or the normal University mileage allowance.
- Accommodation: where an overnight stay is required, accommodation is arranged by DCU People and paid for by the University.
Candidate travel
Reimbursement depends on where the candidate is travelling from:
| Candidate travelling from | What is reimbursed |
|---|---|
| Within Ireland | Cost of train or bus transport only (no mileage allowance). |
| Britain | Cost of flight, boat and train travel. |
| Mainland Europe | Most inexpensive fares available, including air travel. |
| Non-European countries | Selected and takes up the appointment: expenses fully reimbursed. Selected but does not take up: no payment. Not selected: half payment. |
Candidate accommodation
DCU People liaises with candidates who need hotel accommodation during their interview. This is reimbursed by the University (€150 per night, generally for one night, with some exceptions to two nights). DCU People provides support with the process, and candidates normally organise their own accommodation.
Claiming for expenses
DCU People liaises directly with candidates to provide instruction on submitting receipts through the University claim form.
The University may provide financial assistance to new appointees to assist in their relocation from areas greater than 100 kms outside of their new place of work in order to take up employment.
The payment of relocation expenses is determined by the budget available to the School/Unit and is also at discretion of the President, the relevant Executive Dean and the DCU People Director. The Relocation Expenses Policy outlines guidelines on eligibility and guidelines on how to apply for relocation expenses.
The candidates will be directed to the Hiring Manager/Head of School to organise this.
DCU is committed to full access to employment, training, promotion and career development for people with disabilities. The Code of Practice for the Employment of People with Disabilities sets out the University's policy and provides information on the recruitment of people with disabilities.
Code of Practice for the Employment of People with Disabilities