Selection - CCEA

Key facts about selection

Selection methods include:

• interviews
• application forms
• tests
• group tasks
• references

Both employers and employees must maintain honesty, objectivity, fairness, and confidentiality throughout the process.

Both internal and external recruitment may use interviews, application forms, aptitude tests, group tasks, presentations and role-playing tasks to help select the best candidates for the job.

What is a CV?

A CV is a document that applicants complete and submit alongside a job application. CV stands for ‘curriculum vitae’, which is Latin for ‘course of life’. It is a personal document that includes information about an applicant’s skills, experience, qualifications and hobbies. This document is used by a business to decide whether applicants match the requirements of the person specification. Some roles only require a CV, with no application form, as this may encourage more applicants to apply.

Application form

An application form is completed by a potential employee when they apply for a job. It will often include a series of questions for a potential employee to answer, so that the business can learn more about them. It often includes a section for applicants to write about themselves and why they are the best candidate for the role.

What is a letter of application?

Sometimes, instead of completing an application form, a potential employee is asked to write a letter of application in which they demonstrate why they should be employed to fulfil the job role. Additionally, some applications require letters of reference. These are letters from an applicant’s previous employers about their skills, experience and character.

Interviews

A business will often invite a number of applicants for an interview. This is usually a face-to-face meeting during which the business will ask a series of questions and observe how the candidate answers them. The performance of each candidate can be compared.

Tests

Some businesses will ask job applicants to complete a test. This might be a practical test or a paper-based test, depending on the vacancy. Tests are often used to see how well an applicant is able to think and react under pressure.

Group activities

Sometimes a business may ask a number of applicants to work together to complete a task. This may be a practical task, or a discussion. Whilst completing the task the behaviour of the applicants can be observed to identify those who work well with others, those who are leaders, and those who might work better on individual tasks.

What are references?

A reference is usually a written statement provided by someone who knows the applicant well, usually their current employer. Comments are commonly made about their attendance and punctuality records, whether they are reliable as well as other personal qualities.

Responsibilities of the employer and employee in the selection process

• honesty – both should be totally honest in all they say

• objectivity – neither are allowed to show prejudice

• fairness – employer gives every interviewee same time and questions, employee must give full information

• confidentiality – both must keep all information confidential

Final check