Step 5 – Selecting candidates
Selecting candidates involves two main processes, which are short listing and assessing applicants before making a job offer.
Shortlisting depends on the number of candidates. When deciding who to shortlist, it is helpful to draw up a list of criteria using the job specification and person profile. Each application can then be rated according to these standards, or a simple scoring system can be used.
A range of different methods can be used to assess candidates. These vary in their reliability as a predictor of performance in the job and in their ease and expense to administer. Typical methods include general interview, competency based interview, Role play/demonstration, Sample presentation (for jobs needing presenting skills)
Step 6 – Making the appointment
Offers of employment should always be made in writing. But it is important to be aware that an oral offer of employment made in an interview is as legally binding as a letter to the candidate.
A recruitment policy should state clearly how references will be used, when in the recruitment process they will be taken up and what kind of references will be necessary (for example, from former employers). These rules should be applied consistently.
Checks such as working with children or vulnerable adults, police checks, fit to work checks are necessary according to the job.
Step 7 – Induction
Induction is a critical part of the recruitment process, for both employer and new employee. This should include a clear outline of the role requirements, Orientation (physical) – describing where the facilities are, Orientation (organisational) – showing how the employee fits the team, along with details of the organisation’s history, etc.