C/HR/170. Recruitment and selection methods

This paper presents a case study on recruitment and selection methods and the tools that are used in this process. The recruitment process relates to the supply side of the employment market, and the selection is short listing the correct candidates that meet the job specification. With a good job specification the candidates can self select, reducing the number of candidates and the recourses used to short list potential employees. The interview part of the selection process can prove difficult. There is a process of mutual assessment with the applicant working out how the interviewer ticks, applicants respond in their own words, deciding what to disclose. Therefore it is better to use a multi selection approach; successful tools in the recruitment process are assessment centres for both personality and competency testing and structured interviews. Validity when recruiting candidates includes reference checking, work history, psychological testing, or performance in interview. Validity is multifaceted and at times conflicting but, as a simplification, the most valid of the more widely used selection measures are peer assessments, situational interviews, assessment centres and cognitive ability tests