This chapter covers: e Overview; e Improving the cost-effectiveness of selection; e Cost-effective selection methods: for managers; IT specialists; sales staff; skilled workers; semi-and unskilled workers; new graduates; school-leavers and young people; and for all types of recruit; e The validity of different selection methods; e The main selection methods: application forms and CVs; interviewing; testing; assessment centres; competency based selection; biodata; and graphology; e The role of self-selection; and e Record-keeping. Checklists in this chapter: 1. Improving the cost-effectiveness of recruitment and selection 2. Application forms: improving their effectiveness 3. Interview techniques 4. Developing an interviewer guide 5. Improving equal opportunities in interviewing 6. Choosing an off-the-shelf test 7. Test use and equal opportunities 8. Assessment centres: the key issues 9. Legal checklist Case studies in this chapter: A. Peugeot B. Amery-Parkes and Cornwall County Fire Brigade C. London Borough of Harrow D. Danzas E. Staffordshire Police F. Scottish Equitable G. Capital One Bank H. Halcrow Group I. Pret a Manger
First, we highlight the ways in which employers are improving the costeffectiveness of their practices. They are doing so in many different ways, often implementing initiatives that are mutually reinforcing. Changes that make their practices more candidate-friendly make it easier to compete in the labour market, but they also introduce the risk that the overall number of unsuitable applications will soar. So, many organisations are coupling such moves with ones that aim to improve their ability to screen applicants out at the earliest possible stage in the process. The joined-up thinking at work here means that this section of chapter 2 addresses improvements in both recruitment and selection practices.