The Selection Process aqa

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Exam code:8132

Methods of selection

Shortlisting

Before selecting a new employee for an advertised role, a business identifies applicants whose qualifications, skills, personal qualities and experience best match the job description and person specification
The process of selecting prospective candidates for interview or other selection procedures is called shortlisting
A shortlist is a collection or list of the most well suited candidates for the role
- A careful comparison with the job description and person specification is made
Shortlists are essential for sorting through large volumes of applications

Selection methods

Business use a combination of methods to make a choice between job applicants on the shortlist
- The methods of selection chosen differ according to the level of the role
  - For senior level vacancies, selection activities can take weeks and involve very detailed assessments
  - Low-level roles may simply involve a short interview

Common selection methods

Flowchart illustrating selection methods: Interview, Testing, Portfolio, and References, all connected to a central box labelled "Selection Methods". — **Businesses commonly use interviews to select their chosen candidate along with testing, portfolios and gathering references**

Interview	Testing
A structured meeting between a candidate and a potential employer It can be conducted in-person, by telephone or online Its purpose is to assess the candidate’s qualifications, skills, experience and suitability for a particular job or role within the business	Pre-employment assessments that can assess candidate integrity, suitability for the job, aptitude or specific skills Can help a business gauge whether a candidate would be a good fit within the existing team They can assess problem-solving and critical thinking skills, giving employers an idea of a candidate’s potential
Portfolio	References
Candidates are required to submit a selection of their best work for recruiters to review This is commonly used to select candidates for creative or artistic roles Businesses can identify whether a candidate’s experience and style would be a good fit with its own approach	Referees vouch for a candidate‘s 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 Referees are usually listed on the application form or CV

Businesses sometimes make use of assessment centres to evaluate applications for senior roles
- Applicants are given a role play of a work situation and have to deal with it
  - Specialist assessors evaluate candidates based on their competency and their ability to cope up with the situation
- Psychometric tests assess personality traits and identify candidates who are the best fit for the business

Examiner Tips and Tricks

In analysis questions, always consider the nature of the vacancy a business needs to fill. The most effective selection methods allow an applicant to demonstrate their skills and knowledge, and should help recruiters decide whether the applicant will be a good fit in the business.

Business GCSE AQA