Best Practice Guidelines for Recruitment and Selection
Recruitment and selection is not an easy process. It is complex and requires best practices to ensure the process is in compliance with laws and guidelines. Here are some recommendations to make the task easier for managers and CEO’s.
The guidelines below are a collection of recommended best practices to help implement consistency with the recruitment and selection framework. It makes picking out the best of applications easier and systematic without bias of any kind. These best practices have to be implemented in development of the selection criteria. This includes the following stages:
- Selection Criteria
- Short listing
- Application protocols
- Medical reports
- Decision making
The Selection Criteria
This requires compliance with the following best practices:
- Up-to-date job specification and consistent requirements that must be met by the applicant.
- Formulate specific education, skills and experience required for the vacancy.
- Publish complete and concise job description and expectation of the organization.
- Emphasize the “essential criteria” and “desired criteria” clearly.
- Mention the desired length of experience required for the position.
- Ascertain whether there is need for details like formal qualifications with relevance to the job description.
- Ensure that the experience, education and skills you have mentioned are in agreement with the law. They must not be stereotypical or subjective.
- Be specific of communication skills you need for the position. This best practice depends on the job description.
- If there is need for team work, mention this in the advertisement for the vacancy. This best practice is important because not all applicants may be willing to work in a team.
- Establish the criteria that will be used to assess the tests, interview, references and other processes involved in recruitment.
- Advertise internally and externally. For best practice, use media and news papers along with advertising online.
- Reach out to communities, groups and forums related to the organization.
- Do not discriminate age, gender or race in the advertisement.
- Mention specific details to help narrow down the list of applicants.
- As a best practice, make sure the company’s contact address is mentioned in the advertisement.
- Pick out the best applications.
- If necessary ask for more information.
- Be consistent when making the decision.
- Make sure the reason for selection is free of all bias.
- Do not be judgemental while short listing.
- Make sure the experience and language is relevant to the job requirement
- Refrain from asking irrelevant information and questions.
- Be professional and ensure confidentiality of applicant’s information.
- Assess without any form of confusion or bias.
- Make sure the applicant fulfils the requirements and has sound knowledge.
- Assess what the applicant can offer for the organization.
- Prepare and ask questions strictly related to the job.
- There must be consistency and transparency while questioning the applicant.
- The applicant must have confidence and be presentable.
- Ask about any disabilities so that you can make adjustments accordingly.
These are the most important best practices for recruitment and selection.