Selection – The pitfalls and how to avoid them
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Selection – The pitfalls and how to avoid them

Recruitment and Selection

From our last blog, we know that people use this phrase daily in organisations without fully understanding it. It’s not always clear what the difference between recruitment and selection is. And whilst not completely essential on a day to day basis an understanding of the terms could help us to split the process into manageable chunks and achieve better results.

So, what’s the difference?

Recruitment is about attraction. That is attracting the best possible candidates to apply for the vacancy. Depending on the number of vacancies or the skill levels required in the role, this might involve sufficient numbers of applicants replying to your recruitment campaign or just a handful of people whose skills match those required.

Selection is about sifting, shortlisting and choosing the best candidate for the job. Here’s how to do this……

Selection

Why should we care?

When we use additional selection methods, we should design them to test for the skills required for the role. All have their own downsides, however, they can help to identify those actors/actresses who can sail through the interview stage.

We should care because employment law governs selection and can be costly! However there are many other reasons. Managers should conduct the selection processes professionally as a poor interview experience can undermine your employer brand as the candidates share their poor experiences with other potential customers or future applicants.

The cost of interviewing a candidate was estimated at between £700 and £800 (per candidate) in 2016, with the total cost of the whole recruitment and selection process ranging from £3000 to £8000 for a senior manager.

Consequently, choosing the wrong person can also be costly to the business. The result of this can include poor performance, reduced productivity, low-quality products or services, dissatisfied customers and low employee morale amongst co-workers, all worth avoiding!

Employment law governs the process and employments tribunals can and do award compensation to those who have been dealt with unfairly during the selection process. A solicitor and his company were at the centre of a high profile case in 2016.  The court ordered that the candidate should receive a  £20,000 award following a proposal of marriage  during the job interview! (AA Solicitors Ltd (T&A AA Solicitors) & Anor v Majid UKEAT/0217/15/JOJ. A further instruction was that the solicitor should attend an Equal Opportunity training course which should include sexual harassment. This is surely the type of publicity to avoid!

What can you do?

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