Personnel Selection

Personnel selection, from a technical perspective, must consider a variety of criteria when application for a job are scrutinised, compared and selected. The criteria to be considered during the selection process may include the following:1. The most commonly used method for selection, is the results of the job interviews. 2. The results of a variety of tests, ranging from personality tests, to cognitive data tests, physical ability tests and self-assessments.3. Work samples.An important criteria to consider during the process of personnel selection, is statutory requirements, which may vary from country-to-country and from area-to-are. The best-known of these are affirmative action policies that require preference be given to certain applicants, based on criteria other than professional merit, such as demographic characteristics.Jobs are advertised based on specified competency requirements and tasks that must be performed. Most selection processes will focus strongly on these requirements (which are often supplemented by, or inclusive of qualification – and experience requirements).In designing a balanced and impartial selection system, it may be useful to –– distinguish between employment criteria that include or exclude applications (that is, distinguish between those to be included in the sample of applicants to be taken through the selection process, and those to be excluded);– Decide which of the tests to be conducted as part of the selection process will exclude an application, if not successful completed;– Allocate weights to each of the instruments that will be used during the selection process;– Allocate weights to the “evidence of competence” to be presented by the applications (e.g. qualifications, experience, and/or the questions included on the interview questionnaire; and– Try to develop a common understanding among those judging application’s suitableness for a position throughout the selection process about acceptable standards (including answers to questions) that will determine the suitability of an application.When identifying a post to be added to the establishment (or one that is vacant), it must be established and confirmed:– How it relates to the strategies of the organisation? (If it is filled, how will the tasks that the incumbent performed contribute to the activities of the organisation, and [in the process] implement its strategies and enable it to achieve its strategic objectives?).– What will be the core responsibilities of the incumbent? This include the tasks that he or she must perform, as well as their participation in decision-making in the organisation through planning – and control roles. This implies it must be determined what the balance will be between operating work, management and supervision in the job.– What will be the scope and nature of the job? Scope refers to job enlargement and nature to job enrichment. If the successful applicant can provide a wide range of skills required to perform the job (scope) and do so fully competent (the nature of the job), it may be worthwhile offering them a higher remuneration package and still safe by reducing the number of staff required.

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