{"id":382,"date":"2023-03-22T10:16:51","date_gmt":"2023-03-22T10:16:51","guid":{"rendered":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/?page_id=382"},"modified":"2023-03-22T10:21:36","modified_gmt":"2023-03-22T10:21:36","slug":"selection","status":"publish","type":"page","link":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/selection\/","title":{"rendered":"Selection"},"content":{"rendered":"<p>The process of choosing the most suitable applicant for a job vacancy is known as the selection process.<\/p>\n<ul>\n<li>Reviewing Application forms or CV&#8217;s<\/li>\n<li>Conducting Interviews<\/li>\n<li>Selection Testing<\/li>\n<li>References<\/li>\n<li>Notifying Candidates<\/li>\n<\/ul>\n<h2><span style=\"color: #ff0000\">Reviewing Application or Curriculum Vitae<\/span><\/h2>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22101312\/cv.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft size-full wp-image-383\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22101312\/cv.jpg\" alt=\"\" width=\"209\" height=\"198\" \/><\/a><\/div>\n<p>The Application Form or CV contains personal details, qualifications, employment history and personal interests.\u00a0 The organisation will study the information in an Application and compare it to the Person Specification criteria.\u00a0 People who do not meet the essential criteria will not be considered for the next stage.<\/p>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<h2><span style=\"color: #ff0000\">Conduct Interviews<\/span><\/h2>\n<p>These may be conducted face-to-face in person, using Skype, or over the telephone.<\/p>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22101552\/inter.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-384 alignright\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22101552\/inter.jpg\" alt=\"\" width=\"179\" height=\"174\" srcset=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22101552\/inter.jpg 309w, https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22101552\/inter-300x291.jpg 300w\" sizes=\"auto, (max-width: 179px) 100vw, 179px\" \/><\/a><\/div>\n<p>Face-to-face interviews allow the organisation to assess the appearance and body language of an applicant as well as some of their personal qualities such as interpersonal skills.<\/p>\n<p>Telephone interviews are good for assessing an applicant\u2019s verbal communication skills if, for example, they are going to conducting their role over the phone.<\/p>\n<p>Skype interviews mean that several people can be involved in several different locations \u2013 thus cutting down on travel time and costs.<\/p>\n<p>Interviews allow applicants to ask questions and to expand on details in their Application Form.\u00a0 Applicants should all be asked the same questions &#8211; their answers may be compared by allocating points.<\/p>\n<p>A successful interview may involve the following features:<\/p>\n<ul>\n<li>Putting the candidates at their ease and telling them about the job;<\/li>\n<li>Asking questions that allow candidates to give full answers;<\/li>\n<li>Listening to the candidates\u2019 answers and asking follow-up questions;<\/li>\n<li>Using interview checklists to identify the qualities of the person required;<\/li>\n<li>Giving candidates an opportunity to ask questions.<\/li>\n<\/ul>\n<p>Interviews may not always result in the best applicant being selected as some may be good at interviewing while others may get nervous and not show their best side.<\/p>\n<h2><span style=\"color: #ff0000\">Selection Testing<\/span><\/h2>\n<p>The organisation may carry out formal selection tests to see if the applicant has, or could develop the skills necessary to do the job.\u00a0 These may include:<\/p>\n<ul>\n<li><span style=\"color: #ff0000\"><strong>Skills tests<\/strong><\/span> eg keyboarding skills, driving skills, or a presentation to allow applicants to demonstrate their communication skills.<\/li>\n<\/ul>\n<ul>\n<li><span style=\"color: #ff0000\"><strong>Intelligence or Aptitude tests<\/strong><\/span> can show an applicant\u2019s potential to learn and use the knowledge and skills to carry out the role.<\/li>\n<\/ul>\n<ul>\n<li><strong><span style=\"color: #ff0000\">Personality (psychometric) tests<\/span> <\/strong>reveal things about the applicant\u2019s \u2018soft\u2019 skills eg how they would respond under pressure, whether they would make a good team player or a successful team leader.<\/li>\n<\/ul>\n<h2><span style=\"color: #ff0000\">References<\/span><\/h2>\n<p>Applicants may be invited to give the name of two people \u2013 one of which is usually their current employer \u2013 who can provide a job reference.\u00a0 This is a statement in which the experience, skills and qualities put forward by the applicant in their Application Form or spoken about at Interview can be verified as being accurate.<\/p>\n<p>References may be taken up before interviews and selection testing, before a job offer is about to be made, or after a job offer has been make \u2018subject to satisfactory references\u2019.<\/p>\n<h2><span style=\"color: #ff0000\"><strong>Notify Applicants of Outcome<\/strong><\/span><\/h2>\n<p>At the end of the selection process, the HRM department will inform the unsuccessful candidates of the outcome and make a job offer to their preferred applicant.\u00a0 They may offer feedback to unsuccessful candidates, and keep their information on file should future vacancies arise, or the preferred candidate decides not to take up the position.<\/p>\n<p>The HRM department should then prepare a Contract of Employment which will signed just before or soon after the employee begins work.<\/p>\n<div class=\"wp-block-image\"><a href=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22102011\/lettetr.png\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-389\" src=\"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/public\/n5businessmanagement\/uploads\/sites\/10132\/2023\/03\/22102011\/lettetr.png\" alt=\"\" width=\"133\" height=\"129\" \/><\/a><\/div>\n<p>The Contract of Employment will contain information from the Job Description and more details eg pension arrangements, timing of payments, notice requirements, disciplinary procedures, grievance procedures etc.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The process of choosing the most suitable applicant for a job vacancy is known as the selection process. Reviewing Application forms or CV&#8217;s Conducting Interviews Selection Testing References Notifying Candidates Reviewing Application or Curriculum Vitae The Application Form or CV contains personal details, qualifications, employment history and personal interests.\u00a0 The organisation will study the information [&hellip;]<\/p>\n","protected":false},"author":79984,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-382","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages\/382","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/users\/79984"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/comments?post=382"}],"version-history":[{"count":6,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages\/382\/revisions"}],"predecessor-version":[{"id":391,"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/pages\/382\/revisions\/391"}],"wp:attachment":[{"href":"https:\/\/blogs.glowscotland.org.uk\/glowblogs\/n5businessmanagement\/wp-json\/wp\/v2\/media?parent=382"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}