Macclesfield Express - - BUSINESS -

TOP tips on se­lec­tion and as­sess­ment for man­agers OR­GAN­I­SA­TIONS which have the abil­ity to at­tract, re­cruit and re­tain mem­bers of staff tend to see more pos­i­tive over­all out­comes, from pro­duc­tiv­ity to staff morale. Se­lec­tion and as­sess­ment is im­por­tant for both the or­gan­i­sa­tion and the can­di­date to en­sure that the right peo­ple are se­lected the right roles.

Shelly Ru­bin­stein, man­ag­ing di­rec­tor at Im­pact Con­sult­ing Psy­chol­o­gists, gives her tips on best prac­tice:

1. De­velop a clear job de­scrip­tion

Make sure that your job de­scrip­tion is re­flec­tive of the role it­self, in­clud­ing the range of re­spon­si­bil­i­ties. If not you could risk at­tri­tion rates, where new starters leave when the role is dif­fer­ent to their expectations.

2. At­tract your can­di­dates

In or­der to re­ceive the best ap­pli­cants you should reach out and at­tract as many peo­ple in the tar­get mar­ket as pos­si­ble. This can in­volve mar­ket­ing through means such as so­cial me­dia. The best prac­tice in at­trac­tion meth­ods reaches a di­verse pool of peo­ple, so con­sider the meth­ods you use and who you will be reach­ing.

3. En­sure a fair prac­tice

All forms of se­lec­tion and as­sess­ment should be fair and give all can­di­dates an equal chance to be con­sid­ered for the po­si­tion.

In or­der to achieve this, as­sess­ment should be ob­jec­tive and free from bias. All asses­sors should be trained in or­der for the process to be con­sis­tent be­tween in­di­vid­ual can­di­dates.

TO read th­ese tips in full, please visit www. SMEClubManch­

●● Shelly Ru­bin­stein

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