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Overview Recruiting someone into your business, regardless of the role, is an important investment. The aim of your recruitment process should be to select the best applicant for the role. You will have a better likelihood of doing this if you can attract the best pool of applicants for a position by using a systematic and fair approach to the selection process. There are many things you should consider such as employment status (i.e. permanent, casual, part-time etc).
Advertising Internally or Externally All businesses should aim to recruit the best person for every job. In order to encourage and promote employee development, in some circumstances it is appropriate to open vacancies to existing employees who possess the required qualifications, skills and knowledge. A vacancy can be advertised either internally (within the organisation) or externally (when there is no suitable candidate already within the organisation).
The Importance of Not Discriminating
It is essential that applicants are not discriminated against when applying for a role. It is generally unlawful to refuse to consider for employment or otherwise discriminate against any person because of:
You must also ensure that no bias is shown when advertising the vacancy and remember any information obtained for recruitment purposes is to remain private and confidential. Reviewing the Needs of Your Business It’s important to review the needs of the business before you replace someone or add a new position and things which should be considered include the development of position descriptions, determining the employment status and the remuneration and benefits related to the role.
Advertising Your Vacancy Once these components have been completed you are able to look at advertising your vacancy. An advertisement needs to be written in such a way to attract suitable and qualified applicants, therefore you should; be factual and to the point, not exaggerate, use language that is easily understood and include important details relating to the job.
Developing Selection Criteria It is recommended that selection criteria is developed in order to make the application process fair for everyone and therefore makes it easier for potential applicants to be shortlisted based on qualifications, previous experience and relevant personal behaviours and abilities.
The Interview Process
When preparing for the interview it is easier to have all the questions pre-determined and directly relating to the selection criteria this will help ensure that ensures all applicants are asked the same base questions; in line with EEO principles and, if written correctly, without any reference to discriminative bias. Remember make sure you do not ask anything discriminatory including questions relating to ages, sex, race, religion, ethnic background, marital status, disabilities or family matters.
Interviews should be conducted with at least two interviewers (where possible) and remember the main aims are to verify information that the applicant has provided and assess their capabilities against the key selection criteria. Remember be prepared, ask competency based questions to prompt examples and take notes. Don’t ask long complex or closed questions, show discrimination or express judgements. Making the Selection Once the interviews have been conducted it’s now time to make your selection. You should always select the most suitable candidate for the role based on knowledge, skills and abilities in conjunction with their performance in the interview and accompanying information obtained from reference checks.
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Recruitment and Selection - the Importance of Selecting the Best Applicant!posted Nov 1, 2010 6:48 PM by Lisa Russell [ updated Nov 2, 2010 4:06 PM ] |