The selection process
Stage 7 - Collect application forms
Application forms and CVs both contain personal information on a candidate. They can be used to compare the candidates鈥 skills and qualities against those listed in the person specification. This will make it easier to shortlist candidates based on those whose skills best match those that are required to do the job.
Stage 8 - Create a shortlist
It would be too costly and time consuming to interview every candidate that applied for a position so a shortlist is made to reduce the number of candidates who will be interviewed.
The application forms or CVs are compared to the person specification and job description. This is used to draw up a shortlist of the most suitable candidates. These candidates will be invited to interview.
Stage 9 - Hold interviews/testing
An interview allows the organisation to ask potential candidates a series of questions. This means each candidate can be compared and the organisation can assess the candidates鈥 appearance and personality.
Interviews can be:
- one-to-one鈥 one person interviews the candidate
- panel鈥 more than one person interviews a candidate
- telephone鈥 the interview is not conducted in person but over the phone
| Advantages | Disadvantages |
| Identifies personality of candidate | Time-consuming |
| Allows further clarification on information provided in the application form | Candidate may not react well in stressful situations 鈥 meaning the best candidate for the job is not selected |
| Gives the candidate an opportunity to ask questions |
| Advantages | Identifies personality of candidate |
|---|---|
| Disadvantages | Time-consuming |
| Advantages | Allows further clarification on information provided in the application form |
|---|---|
| Disadvantages | Candidate may not react well in stressful situations 鈥 meaning the best candidate for the job is not selected |
| Advantages | Gives the candidate an opportunity to ask questions |
|---|---|
| Disadvantages |
Testing
Testing can provide extra information on a candidate鈥檚 suitability through practical assessments. There are many methods that can be used to test a candidate鈥檚 ability.
| Method | Description |
| Aptitude tests | This tests the candidate鈥檚 ability at a certain skill e.g. ICT, practical woodwork or maths |
| Intelligence tests | This tests the mental ability of a candidate e.g. problem-solving, numeracy and literacy |
| Psychometric tests | This tests the attitudes or character of the candidate usually through a set of multiple choice questions |
| Personality tests | This tests the candidate鈥檚 personality traits e.g. are they a team player or a leader |
| Medical and physical ability | Some medical or physical test will be required for certain jobs e.g. police, fire service or army |
| Method | Aptitude tests |
|---|---|
| Description | This tests the candidate鈥檚 ability at a certain skill e.g. ICT, practical woodwork or maths |
| Method | Intelligence tests |
|---|---|
| Description | This tests the mental ability of a candidate e.g. problem-solving, numeracy and literacy |
| Method | Psychometric tests |
|---|---|
| Description | This tests the attitudes or character of the candidate usually through a set of multiple choice questions |
| Method | Personality tests |
|---|---|
| Description | This tests the candidate鈥檚 personality traits e.g. are they a team player or a leader |
| Method | Medical and physical ability |
|---|---|
| Description | Some medical or physical test will be required for certain jobs e.g. police, fire service or army |
Testing allows an organisation to see how a candidate copes under pressure. It aims to find out about a candidate鈥檚 true personality and abilities and not just what they say about themselves.
During the interview and testing stage candidates may be asked to go to an Location where a group of people that are being considered for a job go through a series of tests and interviews. This can take place over a day or more. to be tested and interviewed for a job. This could take place over a day or more.
The candidates can be asked to take part in a range of activities throughout the day including group or individual interviews, ability or aptitude testing or problem solving exercises.
References
A A document from a previous employer stating the suitability of the candidate for the vacancy is usually written by a past employer and provide information on the candidates鈥 attendance, attitude and time-keeping. It will often include information on whether the referee thinks the candidate is suitable for the position applied for.
References allow the organisation to confirm that the information supplied in the application form or CV is correct.
Stage 10 鈥 Inform successful candidate
Once the selection process has been completed the successful candidate will be informed. Internal candidates may be told in person but it is more usual for candidates to be informed by telephone, email or letter.