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Our Guide to Better Selection Processes
1. Carry out job analysis
This will help you to establish what is needed for the role and what you need to recruit.
2. Draft a person specification
Based on job analysis, a person specification will help you avoid replacing the previous job holder and instead look objectively at the role. Often candidates are compared with each other rather than person specification and selection becomes a competition rather than a search.
3. Be aware of stereotyping and mirroring
Stereotyping can be positive and negative: positive stereotyping happens when applicants of a certain age, background or appearance are deemed more suitable for a role. Negative stereotyping is the opposite, ie. a person is not selected because of irrelevant attributes such as appearance, size or gender.
Mirroring is a common mistake involving selecting candidates that match the selector's outlook, experience, background etc.
4. Make it relevant
Ensure that any interview questions asked or any tests used are job-related. Job analysis will help you decide what is critical for the role. You should restrict your assessments to "need to know" criteria and not merely "want to know".
For more information on better selection processes, call us at Curno Consulting.