Recruitment and Selection
Ideally, you will have a fast and rigorous process to attract good recruits for your organisation and select the best candidate for the job. It’s not that easy, though, is it?
If your organisation is part of the public service, you already know all about the importance of procedures to ensure that selection is all about merit. However, guiding line managers through the process takes your precious time. If you had an independent consultant to assist your line managers in shortlisting, scribe for the interviews and write your selection reports – would that be helpful?
If your organisation is a private enterprise in Queensland (or New South Wales and other states) do you realise that you come under the jurisdiction of the Fair Work Commission? Do you know that prospective employees are taken to have the workplace rights they would have if they were actually employed in the prospective employment by the prospective employer? So if a prospective employee was to believe that she or he had been discriminated against in your recruitment process, you would have to face a Fair Work Commissioner? Could your current system stand up to intense scrutiny? If you had an independent consultant to assist you – making sure that the procedures are clearly fair and seen to be fair – would that be helpful?
A fair and transparent process involves at least six steps.
- Deciding to employ – based on a position or job description that clearly outlines the responsibilities and tasks for the role plus the basis (selection criteria) on which the candidate/s will be assessed.
- Advertising the position – in whatever way is appropriate. There may be mandatory ways to advertise, or proven methods, or using networks, but it should be wide enough to be fair and to attract the best field of candidates.
- Assessing the applicants – against whatever criteria you have stated and bearing in mind such issues as avoiding the conscious and unconscious bias and attitudes that may be held by your assessors. (There are also many ways to assess, that an independent consultant can not only devise with you, but probably manage for you.)
- Interviewing the candidates – once you have a good shortlist of candidates, you will probably need to interview. To be seen as fair and equitable, the candidates should all be asked the same questions – and you will want the questions to address the skills, knowledge and attitudes you want in your employee.
- Seeking referee reports – you won’t want to accept a written report, rather you will want to talk preferably to your candidate/s previous manager or employer – or have an independent consultant ask the questions.
- Writing a selection report – perhaps only to your manager, but such a report can provide the needed evidence that the process was indeed fair and transparent