Recruitment: The Selection Process

This article does not replace legal advice.

If you are involved in recruitment you should consult the appropriate legislation.

Applications

Application forms are often preferred over CV's as they allow for a more structured approach to the process.

Please bear in mind that application forms should only be as long as is useful, use plain English and avoid requested specific personal details unless relevant to the role.

Additionally, you should offer alternative media such as online recruitment and keep equal opportunity information separate from the recruitment process. Simply using a detachable page for this information will suffice.

With the workload many people have today it can be tempting to only acknowledge those candidates which we intend to pursue. Not only is it good practice to acknowledge ALL applications, it is also in your interest. In an era of full employment, companies have to search for the best talent. Ensure your reputation is of the highest standard and treat applications how you would like to be treated.

Selection

Ensure your selection interviews are structured to ensure fairness and at least supervised by trained individuals.

A lack of training and structure can lead to selection interviews losing their value as a tool.

Make sure you allow plenty of opportunity for questions and ensure that the details of any potential job offer are communicated well before the interview date. This reduces the risk of a refused job offer later in the process.

Assessment centres have demonstrated a more accurate method of predicting future job performance. Often utilised for managerial and graduate roles, candidates can be observed in both individual and group settings.

Making An Offer

Ensure you follow good legal practice when making and offer and ensure it is put in writing.

Induction

Having employees experience a structured and focused induction process ensures they quickly understand the ethics, processes and procedures of the organization.

by Carl Duncker,

© 2006 traininaday ltd