experience rank lower than expected. However, searching for a combination of various
attributes from job applicants is what should be the focus of employers.
Attracting candidates
Attracting candidates is primarily a matter of identifying, evaluating and using the most
appropriate sources for getting applicants. However, in cases where there are difficulties
in getting the right applicants, there might be a need to conduct organisational analysis.
It is important to know the strengths and weaknesses of your organisation including
reputation, pay, and employee benefits and working conditions, attractiveness of the
job, location, security of employment, career prospects, etc.
Sources of applicants
As a matter of principle, applicants within the organisation should be given an equal
opportunity to compete with external applicants for any post that becomes vacant. The
methods that are used for recruitment include advertisements, the use of recruitment
agencies and consultants, executive search consultants, internet and educational estab-
lishments. The method used will depend on experience, time available, resources, nature
of the organisation and the job.
Sorting out applications
The normal procedure to sort out applications is as follows:
- All applicants are listed in a standard control sheet.
- Each component of the application criteria is awarded a point.
- There should be weighting and ranking of the applicants according to points scored.
- Short listing those qualifying for an interview.
- Preparing an interview programme.
- Inviting interviewees using a standard letter. Inform those who did not qualify.
Interviewing
The next step is to interview the applicants. There are many specific characteristics of
this phase.
Types of interviews
- Individual interviews.
This involves face to face discussion and provides the best opportunity for the estab-
lishment of close contact between the interviewer and the candidate. - Interviewing panels.
This is a situation where two or more people gather together to interview one person.
The panel will include a human resource specialist and line manager. Panel interviews
help to develop a common consensus about the candidate through discussions amongst
panel members and hence reduce superficial biases. - Selection boards.
These are more formal, and usually larger interviewing panels convened by an official
body because there are a number of parties interested in the selection decision.