Selection Processes

• This is an involved process that takes time and varies from position to position. • All electronic applications receive an email response confirming receipt.

The number of steps in the selection processes & the sequence vary not only with the organization but also with the type & level of jobs to be filled

Selection Time Frame

Interview Selection Panel

The role of the Interview Selection Panel is to assess the comparative merits of each applicant, based on the selection criteria & recommend suitable applicants with the greatest merit for interview and overseeing the eventual appointment of the most suitable candidate for the vacant position on offer

The Shortlist• During short listing, selection panel members compare all applicants against the essential and desirable selection criteria in order to: - eliminate unsuitable applicants and - identify applicants who best match the required criteria. • Only the most applicants who demonstrate that they meet the criteria will be considered for interview.

The Interview Assess each applicant in relation to the position and the selection criteria Ask the same core questions to each applicant based on the job related criteria to ensure a consistent and fair approach Add or clarify any information previously stated, or ask any questions at the end of the interview Selection Panel advise candidates about the timing of the final decision to appoint the most suitable applicant

Additional forms of assesment: PowerPoint presentation

Assesment task

Contacting Referees• Only referees nominated by the candidate is contacted to provide documentary evidence in relation to suitability for the role or character • Referee checking is designed to seek employment related information• Referees request to provide a written report

Equity & Diversity Policy

The Authority is an equal opportunity employer, and employees are selected on merit and suitability

Offer & Appointment

The HR department make the conditional offer of employment to the successful applicant with Formal Letter

Human Resource ForecastingEstimate both demand & supply including-

• How many staff will be required to achieve the strategic goals of the organization?

• What jobs will need to be filled?

• What skill sets will people need?

• How will the external environment impact on human resources needs?

Qualitative Methods: Management Forecast Delphi Method

Quantitative Methods: ( Trend Analysis)

Select a business factor that best predicts human resources needs.

Plot the business factor in relation to the number of employees to determine the labor productivity ratio

Compute the productivity ratio for the past five years Calculate human resources demand by multiplying the

business factor by the productivity ratio Project human resources demand out to the target years.

Demand Forecasting

Supply Forecasting Qualitative Methods:

Skill Inventory Level & quantities of abilities, skills and experience determined

Quantitative Methods:

Markov analysis Create a transition probability

Gap Analysis:

Identifying the number of staff and the skills and abilities required in the future.

What new jobs will we need?

What new skills will be required?

Do the present employees have the required skills? Are employees currently in positions that use their strengths? Do they have enough managers/supervisors?

Are current human resources management practices adequate for

future needs?

Conclusion