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Again, remember to keep subjectivity to a minimum when making your selection decision. Assess the candidates according to the criteria set out in the person specification – and remember that each candidate should be assessed according to exactly the same criteria. To compare candidates at a glance, it might be a good idea to create a grid or matrix on a sheet of paper or spreadsheet, with the criteria listed along one axis and the candidates’ names along the other. If you have used any other selection methods, such as aptitude tests or role-play exercises, score these accordingly. However, consider how much weighting to give to each of them – some will be more important than others so giving each element the same weighting would skew your final results. Keep referring back to your job description and person specification to ensure that you don’t lose sight of what you are looking for in the candidates. Candidates should meet at least the minimum criteria for the job. If all candidates meet the minimum criteria and it is hard to distinguish between them, start to take the desirable criteria into consideration. However tempted you may be at the time, never make an on-the-spot decision. Leave yourself to ponder over it for at least a day or two after the final interview or assessment. You might also find it helpful to discuss your thoughts with a colleague or trusted contact (in confidence of course). They might be able to offer a different perspective. It’s good practice and common courtesy to inform all candidates of the outcome, and to offer feedback to those who are unsuccessful. You should have recorded the process and your decisions at each stage of the selection process in a fair, consistent and professional manner, so you can use these notes as a basis for providing feedback, which should be objective, balanced, fair, constructive and evidence-based. Do not slip into personal criticism and offer practical advice that the candidate can take positive action to address in their future job search. This article is copyright protected and is not for republishing |
