How to hire the best (cont.)
Best Practice approaches to consider in the recruitment and selection process
It is generally accepted that a consistent will be fair approach is considered to be the fundamental component of a fair recruitment and selection system. If every candidate goes through the same process, and is marked in the same way, then possible areas of unfairness are removed.
In practice this means that all candidates should have access to the same job information, take the same tests, and have the same amount of time allowed regardless of their differences. Consideration should however, be given to disabled candidates who require reasonable adjustments.
The recruitment and selection process must also remain objective, otherwise there is a danger that the selection process can become subjective and open to individual bias. This is the key to a fair selection process. Decisions at every stage of the process should result from reasoned analysis, uninfluenced by emotion, impulse or prejudice. Standardisation relates to tools and procedures and objectivity relates to the way results are interpreted. It is also important that all those who are involved in recruitment and selection are adequately developed. The learning and development of those involved should include general good practice principles as well as specific material on non-discriminatory practices, including how to improve objectivity and reduce bias.
In order to promote equality and diversity in recruitment and selection employers should:
- Focus on skills, knowledge and attributes of potential candidates
- Ensure all candidates have the same information before they apply/are interviewed
- Ensure interviewers are aware of the need to ask job related questions
- Use a diverse interviewing panel
- Ensure interviewers are trained to avoid basing questions on prejudice and stereotypes
- Monitoring applicants for new jobs, recruits and existing employees, and this should involve the gathering of data, converting the data into meaningful information and acting on information produced
- Select on merit.
In the current ‘war for talent’ phenomenon, employers are increasingly anxious to attract and retain the skills needed to develop and sustain a competitive advantage. Increased ability to manage diversity at the recruitment stage ensures that there are no unnecessary barriers to any appropriately qualified applicant in applying for a position. Managing diversity creates a recruitment pool that offers more chance of getting the right person for the job.
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