right job candidate amongst the high number of applicants The selection process

Right job candidate amongst the high number of

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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
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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
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