How To Select Candidates

How To Select Candidates


Good practice recommends two aspects of selection:


1. Shortlist applicants
2. Assess those applications chosen for shortlisting


Shortlisting candidates


Key to the process of shortlisting is ensuring that everyone involved in the process is acutely aware of the need to avoid unfair discrimination.


How To Shortlist Candidates


Firstly, create a manageable number of criteria to assess each potential applicant against.


Secondly, assess every potential candidate against your shortlist whilst not allowing dogma to get ahead of pragmatism!



Some strong candidates may not fit your criteria 100% but this is not a perfect world. Working through this process with a colleague would allow for a more holistic approach.


Such an approach to selection can be automated via the use of internet questionnaires.


By creating a number of questions related to the role a pre-selection can take place avoiding the large number of irrelevant applications which characterise online recruitment and selection.


However, such an approach does not allow for the advantages of flexibility which a manual process can provide.


Assessing The Candidate Shortlist


Phase two involves making an assessment of the potential candidate against the requirements of the role.


The range of options are wide and each has its benefits and costs and complexity to be considered.


The following are options available when assessing candidates but it is by no means an exhaustive list:


a) Interview
b) Assessment centres
c) Psychological assessment
d) Role plays
e) Presenting Tasks
f) Simulated Work Scenarios



For more good practice in Recruitment and Selection visit Recruitment and Selection Training