Selection Processes

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

This is an involved process that takes time and varies from

position to position.

All electronic applications receive an email response

confirming receipt.

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 Forecasting

Estimate 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?

Demand Forecasting
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.

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

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