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How to choose selection techniques
Who administers selection techniques
Informing the candidates
Different selection techniques

How to choose selection techniques

Different types of positions require different kinds of selection techniques. Choosing the right techniques will help you to recruit the best person for the position. The selection techniques you choose will depend on the particular skills, attributes and knowledge required for the position. You must be able to match the selection method with the selection criteria that are key to the position.

At UTS the most commonly used selection techniques include assessing written applications, conducting panel interviews and checking referee reports. The interview's value is greatly increased when it is well structured, incorporates behaviour-based questions and is used in conjunction with other selection techniques. Descriptions of a range of selection techniques are provided below.

Recruitment decisions should not be based on the results of one selection method alone. Very often you need to combine two or more techniques to assess a range of skills, knowledge and qualitites in candidates. For example, work samples are an excellent way to assess what a candidate is capable of (i.e. their maximum performance), but they do not provide information on what the candidate does daily (i.e. their typical performance). Reference checks must also be used to obtain this information.

What to consider when choosing

  • the seniority/level of position
  • the degree to which managerial/leadership ability is critical to success
  • the degree to which technical competence is critical to success
  • the time and effort required to use the technique, in proportion to the risk of poor selection
  • available resources
  • the budget
  • the skills, knowledge and qualifications of assessors
  • equity issues, ie. does the chosen technique directly or indirectly discriminate against EEO groups?
     

Who administers selection techniques

The selection committee or a representative from the Human Resources Unit (HRU) can administer many of the techniques. However, others need to be administered by trained professionals. See the individual techniques for more information.

Informing the candidates

If you decide to use selection techniques in addition to an interview, then you need to inform all candidates and give them enough notice to make appropriate preparations.

Examples of selection techniques

Selection Criteria
Structured interview format
Telephone interviews
Work simulations
Peer assessment
Assessment centres
Informal meetings