Employers reject 'one-size-fits-all approach' to selection

January 12, 2004

Employers reject ‘one-size-fits-all approach’ to selection

Employers are conducting more tests and contacting potential recruits far earlier in the recruitment process, as selection becomes more streamlined and focused, new research claims.

The IRS survey conducted among 208 employers, found that employers are recognising their shortcomings when it comes to the interview processes – such as outside influences and human error or impartiality – and are changing their practices to ensure that interviews are as robust as possible.

While face-to-face interviews remain the most effective method for choosing the best person for the job, the other two most popular selection methods across sectors and roles are assessment centres and competencies.

Key findings:

Recruiters are beginning to assess the selection requirements of each job function and are moving away from a one-size-fits-all approach. Instead, for roles such as ICT or skilled staff, recruiters are more inclined to rate tests of specific skills and abilities as their most effective selection method.

Assessment centres and competencies are also increasingly being used and gaining in credibility. While assessment centres have always been recognised as a valid selection method, recruiters appear to be using centres across more job roles than before.

Almost two in three of the recruiters now use structured interviews on a regular basis. This practice is most common among public sector organisations, where more than eight in 10 always use structured interviewing when selecting new employees.

Three-quarters of employers are using competency-based interviews, either always or sometimes, when selecting new employees.

More more details about the survey, click here

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