The Recruitment Process: The Selection Decision

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The Recruitment Process: The Selection Decision

2017-05-22T17:00:00+00:00 May 22nd, 2017|All, HR News, Recruitment|

This is our final blog post in a series of six that talk about the recruitment process; we started with workforce planning and defining the need, then attracting candidates before moving on to pre selection of candidates and assessing candidates and now it is time to tell you about the selection decision so you can make sure you select the right candidates, with the right skills for your business and job role.

Don’t Make Snap Judgements

During the selection decision you need to avoid snap judgements; just because the candidate is not exactly the same as the person currently in the job role and has perhaps come from a different industry, has different experience or a different background it does not mean it is a bad thing. In fact this person could shine a new light on the job role and your business as they have a fresh pair of eyes.

When making the final selection decision make sure you are not prejudice, you don’t stereotype or presume, you don’t use the mirroring technique by selecting candidates in your own image or select personalities over abilities and do not be over reliant on a single element of the recruitment process; instead review on all parts of the recruitment process to ensure you select the right candidate.

Will They Help the Company Develop?

When looking at the candidates you have assessed and short listed consider how they will help the future of the business and how they will help your company develop. Can they bring new experiences, skills, specialism’s or clients to your business which will help you grow? 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 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. It is a good idea to also select a 2nd and 3rd choice candidate for the role in case the preferred candidate chooses not to accept the position with your company.

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.