Arranging interviews & venues

Interview dates should be agreed at the earliest opportunity and ideally published in the job advertisement to ensure candidates will be available for the selection process. In order to ensure availability of candidates based internationally (i.e. to obtain a travel visa), at least 3 weeks notice of the interview date should be provided. The interview date should ideally be published in the advertisement (in which case notice will generally exceed 3 weeks, or be 6 weeks in the case of an international search). Candidates are normally only provided with one night’s accommodation if travelling from within Europe. In the case of candidates travelling long-haul from outside Europe, this increases to three nights.

Candidates that are resident outside Ireland may require Visitor Visas to enter the country to attend for interview. This applies to most non-EEA nationals (i.e. Australian) whether or not they are currently resident in an EEA member state. Applications for visas will be processed by the Irish Embassies or Consulates only on production of an original formal letter of invitation to interview. Faxes and e-mails are not acceptable. Where a non-EEA national is placed on a shortlist then the maximum notice possible should be given to allow the candidate to obtain an Irish visa. Issuing of visas takes two weeks, so a minimum of three weeks’ notice of invitation to interview is essential.

If for legitimate reasons, a candidate is unable to attend for face to face interview on the stipulated date, and if their exclusion from the competition due to unavailability would otherwise contravene University Equal Opportunity policy and/or Equality legislation, then the selection process should be postponed. Alternatively a preliminary interview may be conducted via telephone or video conference (with all candidates given the opportunity to be interviewed in this manner), but the preferred successful candidate must at a future date be present before the full committee for the entire selection process before a decision to appoint that candidate can be reached and the recruitment competition progressed.