This report is intended to evaluate the various methods of staff selection and to give examples of when each method might be most appropriate.
This report is intended to evaluate the various methods of staff selection and to give examples of when each method might be most appropriate.
Selection is the second half of the recruitment and selection process. Recruitment involves writing a job description, person specification and finding suitable candidates. Selection is the process by which employers select potential job candidates and the various selection methods available enable positive and negative differences to be highlighted between candidates, to create and environment in which the correct candidate can be selected. The process culminates in a selection decision being made by employers. Selection is therefore a decision making process, with both employers and candidates making decisions. Selection is all about trying to make a selection decision which is certain. It is almost impossible to be one hundred per cent certain about a candidate. The right selection methods enable the employer to come as close to certainty as they can about the prospects of the prospective candidate.
“The type of job available is the most significant influence on the choice of selection methods for any one vacancy.” (Beardwell I, & Holden L, 2001).
There are various selection methods, which need to be considered.
The first tool to be mentioned in the selection process is the application form, or alternatively the CV (Curriculum Vitae). These documents allow a shortlist of candidates to be drawn up from the information contained within them. It is noted that many public sector organisations do not allow CV’s because the candidate is then trying to sell themselves to the employers. Both documents create an impression of the candidate and provide information, which can then be used for discussion at an interview. Application forms need to be well designed to avoid putting candidates off applying and they include biographical information, educational information and previous work experience. They are a useful tool when used to draw up a shortlist, as stated. In this respect application forms/CV’s are a valuable selection tool because they save time and money for the potential employer. However, used on their own, they are not a good selection method. In this respect they are a secondary method of selection.
Interviewing can take on different forms, a one to one interview, a two-person interview and a panel interview, as well as a group interview. All methods are used in today’s business environment. An Interviews principal role is to confirm impressions of the candidates, noting, “Perception is all there is” (Tom Peters). Interviews provide a two-way information transfer about the job and the candidates, and they can convince the right candidate to take the job once the interview has successfully predicted the candidate’s likely behaviour and performance. In most cases interviews are structured and can be scored to enable successful candidate comparison. Interviewing is popular and used by all, and has a low cost relative to other selection methods. It is a straightforward method of selection and has the benefit of being expected by applicants. However, because the interview is the most widely used selection method it is also the most widely abused. The disadvantage of a one to one interview rests with the interviewer. They are crucial as to the validity of the interview as a selection tool. Interviewers can be prone to errors, such as not treating each interview individually, and assuming the subject will behave in the job as they do at interview. Hence some interviews take the form of two interviewers or even a panel of interviewers. This reduces the scope for mistakes being made. However, this means that a time needs to be arranged when the panel are free to conduct an interview. This can be problematic. The interview has a negotiation function, which sets it apart from other selection methods. Poor selection, which leads to negative public relations, is less likely with a panel of interviewers. Interviewing is universally used and universally popular. It can be used for example when selecting for an office worker or a shop worker, and a panel interview would be used when there are solicitors to be selected.
