human-resource-management selection-and-employment-contracts

Selection methods

• The selection stage begins with collecting information from applicants

  • A business may have its own application form, which gathers information such as personal details, qualifications, and work experience

  • Applicants may alternatively be asked to submit their curriculum vitae (CV) and a covering letter

1. Application form

• Application forms contain a series of standardised questions to which all candidates must respond

  • Name and contact details

  • Qualifications

  • Work experience

  • Positions of responsibility

  • Interests

  • A personal statement where the candidate explains why they would be suitable for the advertised role

  • The names and addresses of referees

• Application forms are often completed online

2. Curriculum vitae (CV)

• A curriculum vitae is compiled by the applicant and may be standardised to apply for varied roles

• CVs usually include similar information to that collected in an application form

• Although it should be well laid-out and clear, there is no single acceptable format for CVs

• An accompanying letter of application outlines

  • Why the applicant wants the job

  • Why they would be suitable for the advertised role

• Once received, applications are sifted to identify the most well-suited applicants for the role

  • A shortlist of preferred candidates is compiled

  • These candidates are invited to take part in the next stage of the selection process

3. Interviews

• Interviews are face-to-face meetings (in-person or virtual) where applicants are asked questions about their skills, experience and knowledge

• A set of relevant questions is used for all candidates to ensure that the interview is conducted in a fair and consistent manner

• Interview questions may focus on 

  • Skills and experiences relevant to the job

  • Successes and failures, and how these were overcome

  • Personal interests and experiences

4. Tests

• Assessment tests provide shortlisted candidates with the opportunity to demonstrate their integrity, suitability for the job, aptitude or specific skills

  • This can help a business gauge whether a candidate would be a good fit within the existing team

• The assessment tasks may include psychometric tests, group exercises, knowledge tests or presentations

• They typically assess problem-solving and critical thinking skills, giving employers an idea of a candidate’s potential

5. References

• Job applicants are usually asked to provide the names of two referees who can vouch for their skills, work ethic and overall suitability for the position

• Referees should know candidates in a professional capacity and be able to speak positively about their abilities

• They are usually listed on the application form or CV and are typically contacted once a job offer has been made

Employment contracts

• An employment contract is an agreement between an employer and an employee that outlines the terms and conditions of their working relationship, including

  • The employee’s working hours and expected work pattern, e.g. full-time, part-time or shifts

  • The contract period, e.g. permanent, temporary or for a fixed term

  • Entitlement to paid leave, e.g. holidays, parental responsibility

  • Notice periods for both the employee and employer

• The legal status of employment contracts differs between countries

  • In most countries, a contract is a legal requirement that comes into force as soon as the employee accepts their job offer

  • In some countries, a verbal agreement has the same legal status as a written contract

Types of contracts