right job candidate amongst the high number of applicants
The selection process
Multiple-hurdle strategy
is an approach to selection involving a series of successive steps or hurdles. Only
candidates clearing the hurdle are permitted to move on to the next stop
o
Selection techniques including pre-screening, testing, interviewing, background and reference checking
At each step in the selection process, carefully chosen selection criteria must be used to determine which
applicants will move on the next stop
o
It is through job analysis that the duties, responsibilities, and human requirements for each job are
identified
By basing selection of these criteria, firms can be legally defensible (job description & specifications)
An effective selection process involves composing a series of job-related questions to be asked of all applicants
for a particular job as well as candidate-specific questions
o
Decide who will be involved in the selection process and develop selection
criteria
.
Involves clarifying
and weighting the information in the job description and specifications and holding discussions among
the interview-team members
o
Specify musts and wants and wright the wants
. Selection criteria must be divided into 2 categories: must
and wants
.
Must criteria
are the requirements that are absolutely essential for the job, include a
measurable standard of acceptability, or are absolute and can be screened initially on paper. There are
often two musts: a specific level of education
(or a combination of education and work experience) and a
minimum amount of prior work experience
– screened through resumes or applications.
Want criteria
are those criteria that represent qualifications that cannot be screened on paper (verbal skills) or are not
readily measureable (leadership teamwork), as well as those that are highly desirable but not critical
o
Determine assessment strategies and develop an evaluation form
. For important qualifications, the team
may decide to use several assessment strategies (leadership assessed through behavioural questions,
written test). It then becomes the basis for candidate comparison and evaluation
o
Develop interview questions to be asked of all candidates
. Questions for each KSA to be assessed. Job-
knowledge questions and worker requirements questions to gauge the applicants’ motivation and
willingness to perform under prevailing working conditions, should also be included
o
Develop candidate specific questions
. A few open-ended, job related questions that are candidate
specific should be planned, based on candidate’s resume and application form
Acquiring employees and the law
All information collected from the time ad is posted to the selection decision, should be free from questions that
would directly or indirectly classify candidates on the basis of any of the prohibited grounds under human rights
legislation
Potential employers cannot ask for a photograph, information about illnesses, disabilities or workers
