Selection and decision making recruitment

Selection and decision making recruitment

Care should be taken not to confuse chronological age with academic or career achievement. Short-listing and notification of the results to applicants should, ideally, be completed within two weeks of the closing date of the vacancy.

Where assessors initially gave a different provisional score for a criterion, the reasons for the final agreed score are also recorded on this form.

What is recruitment and selection

Short-listing records should also show that the same agreed selection criteria have been applied to all candidates. Factors to use and not to use in decision making Short-listing decisions should be made solely on the basis of facts and evidence presented in applications which are relevant to the selection criteria. Where assessors initially gave a different provisional score for a criterion, the reasons for the final agreed score are also recorded on this form. The Final Decision Look over your person specification and the job description to see how the candidates have been marked; if you have an accurate person specification and job description with accurate markings then you will never feel that the best candidate is not the one with the top marks and this should be the one you select. If you have any concerns for the recruitment process in your business then please contact aspire cambridge directly we would be happy to advise on any areas of concern or help you find the right candidate for the job role and your business. This could amount to direct discrimination, unless you are applying an occupational requirement, a positive action initiative or other exception to the law see the Exceptions in Equality Law pages of the Equality law and recruitment section for further information. CVs, covering letters should not be used in the short-listing process. For other appointments every element of selection should correspond to the Person Specification and should therefore be scored accordingly. In fact this person could shine a new light on the job role and your business as they have a fresh pair of eyes. You are employing new people into your business to help support the success of the business so bear this in mind as you interview and select each candidate. The successful candidate should be the person who shows the best ability against the person specification for the role.

The final scores for all applicants are summarised on the HR11 Selection Results Grid to aid decision making. In addition, making decisions based on applicants' length of experience could result in indirect age discrimination.

It is also possible to write notes and upload documents as a means of holding reasons for decisions in the same place as other information from the recruitment process. Additional support for students Making the decision This section provides guidance on the process of deciding which candidate you would like to offer the job to.

selection decision in human resource management

Scoring and the decision For almost all jobs at the university a scoring system can be used to assess candidates. This could amount to direct discrimination, unless you are applying an occupational requirement, a positive action initiative or other exception to the law see the Exceptions in Equality Law pages of the Equality law and recruitment section for further information.

panel interview decision making

In fact this person could shine a new light on the job role and your business as they have a fresh pair of eyes.

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Final Selection