WHO SHOULD BE ON IT?
- People who collectively know the job.
- People who understand Selection and EEO principles.
- Aim for no less than two and no more than four.
- Immediate Supervisor.
- Staff representative.
- Client representative.
ROLE OF CHAIRPERSON
- Ensure panel members have all applications, job & person specification, familiar with selection guidelines.
- Ensure member understand equal responsibility and maintain confidentiality.
- Open, direct and close interview.
- Co-ordinate the evaluation and decision making process.
- Document selection process.
- Ensure that post selection action is professionally conducted.
DESIGN THE SELECTION PROCESS
There still tends to be a perception amongst many employees that the interview is the only selection tool uesd to fill vacant positions. However, the interview can be an ineffective selection tool if used in isolation especially if it is not structured. In addtion to using a structured interview, the selection panel should also consider the merit of using other seleciton tools in order to improve the reliability and validity of their selection decision. These include the use of alternative seleciton techniques and referee reports. Therefore to assist you to design fo an appropriate selection process, these "tools" will be discussed in more detail in the following section (they may also form a part of the shortlisting process).
SHORTLISTING
After the selection process is designed each panel member reads the apolications privately and shortlist applicants based on the degree to which they meet the person specification.
The panel then discusses their individual shortlisting and reaches agreement on the applicants who will proceed to the next stage in the selection process. Referee statement can be sought as part of the shortlisting process. This process can be summarised as follows:
- All numbers paticipate.
- Shortlist against Person specification-esssential requirement.
- Check overseas qualifications.
- Referee reports may be sough as part of this process.
- Record reasons for not shortling.
- Advise unsuccessful applicatants.
Shortlisting Matrix
Client Services Offier ASO2
| | John Smith | Sue Jones | etc |
| Personal Abilities/Aptitude/Skills | | | |
| Interpersonal skills to effectively relate to a wide rage of client groups, in particular clients who may present as angry or in crisis. | | | |
| Ability to work under limited supervision and to take the initative in managing workload. | | | |
| Ability to deal with confidential matters with tact and discretion. | | | |
| Experience | | | |
| Experience in providing services to a wide range of client groups. | | | |
| knowledge | | | |
| knowledge of word processing and data bese facilities | | | |
| Knowledge of effective teleplone and reception techniques. | | | |
| Desireble characteristics | | | |
Experience
| | | |
| Expericen in data base management | | | |
| Knowledge | | | |
| Knowledge of equal opportuniity priciples and practices. | | | |
| Educational/Vocational/Qualifications | | | |
| Post secondary studies in human services or related field. | | | |
| ...... | | | |
