Deciding on selection methods

A well-planned and structured interview process is an adequate way of helping you to select the most appropriate candidate. However, it is more effective if used alongside other selection methods that can help give you a more rounded picture and a broad evidence base from which to make your selection decisions. You are therefore advised to use a tailored approach that combines an interview with supplementary selection methods as appropriate. 

Whichever selection methods are used, it is important to ensure that:

• The methods chosen are appropriate to the job and will provide added value in assessing the best candidate. For example, it would not be appropriate or useful to ask candidates for a more junior clerical role to give a presentation.
• The panel are clear as to how the method used relates back to the selection criteria and how performance will be assessed;
• The selection process is clearly defined to all the candidates in advance and consistently applied to all;

Remember that using a range of selection methods will increase the level of forward-planning involved and will often require someone from outside of the selection panel to co-ordinate the exercises during the day.