Knowledge In our previous article, we explored the recruitment and hiring process and what this process entails. In this instalment of our Lifecycle of Employment Series, we discuss the selection phase and explore some of key considerations for employers when selecting the ideal candidate for a role.
What is the selection process?
Once candidates have been interviewed, a selection process enables employers to effectively assess which candidate would be ideal for the role. The purpose of a selection process is to identify the candidate who not only meets the technical requirements of the role but also aligns with the organisation’s culture and values.
Throughout the selection process, employers should ensure adherence to any internal company polices and legislative requirements, such as anti-discrimination laws. All candidates should be treated fairly during the selection process to mitigate any legal risks.
Assessment phase
To effectively and fairly assess candidates after an interview, it is crucial to use a structured approach. Employers should consider assessing candidates using one or a combination of the methods listed below:
- interviewing matrix scoring system based on skills, experience and cultural fit and comparing responses from candidates against established criteria;
- skills testing or practical exercises; or/and
- psychometric or personality assessments.
Reference checks
Once a preferred candidate has been identified, reference checks should be conducted to verify the accuracy of the information provided and to gain insights into the candidates past performance and/or conduct. This is a critical step, as addressing concerns about unsuitability after the commencement of employment can be challenging.
Ideally candidates should be asked to provide referees who will be able to provide valuable and honest information. This should include a manager or supervisor as they will be able to provide a true indication of the candidate’s capabilities, performance and areas where development is required. We recommend that you have at least two references and that it includes an employer or manager from the candidate’s current role and immediately proceeding role.
Background checks
In some industries or roles, such as health care, or roles involving children, background checks, such as criminal history, credit checks, or right to work verification may also be necessary.
The selection process is more than just choosing a candidate for a role; it is about ensuring the right fit for both the role and the organisation. Accordingly, it is important that employers get it right.
The key steps outlined above should assist you with ensuring a sound selection process and ultimately finding a suitable candidate for a role. If you would like assistance with selecting the ideal candidate for a role within your organisation, get in touch with the team at Black Door Law.
Disclaimer: This information is intended as general legal information and does not constitute legal advice. If you have a specific issue and wish to discuss it, get in touch with the Black Door Law team by email hello@blackdoorlaw.co.nz or calling (04) 2803980.