Candidate Selection
A variety of methods are available for selecting candidates and consideration needs to be given as to which are suitable for a particular post. Some methods are:
- Application forms and CVs
- Online screening and shortlisting
- Ability and aptitude tests
- Assessment centers – can include a range of tests such as, interviews, psychometric testing, personality profiling, presentations & group exercises.
Deciding which selection methods to use for a particular job
When determining which selection method is most appropriate, it is necessary to consider the requirements of the job, through analysis of the job/role description and person specification, and what skills, experience and aptitudes are being sought.
Some organisations make reference on the person specification as to how they will assess that requirement during the selection process, so that potential candidates are aware of the methods the organisation will use. More than one selection method may be appropriate for a particular job.
It is important to evaluate the success of the selection methods to ensure they are effective and to review the selection methods that were used the last time that the job was vacant. Check that they are still relevant to the current selection process, as there may have been changes to the job including new skills required.
Tools
DWP Selection Policy – Outline guidance on the DWP selection procedure.
DWP Selection Planning – Selection planning is a key area that is often missed when undertaking a recruitment exercise.
Disability and the law – being aware of the legislation relating to discrimination is important throughout the whole recruitment process.
DWP’s Approach to recruiting disabled people – Guidance outlining the DWP approach to recruiting disabled people.