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Seven factors affecting the outcomes of your selection process

Selection is arguably the most important aspect of HR and is critical to the continued success of your organisation. So what do you need to be aware of when developing your selection process?

There are a number of factors which affect the outcomes of an organisation’s selection process, we’ve outlined seven that you should be aware of.

  1. The recruitment campaign
    A recruitment campaign may attract or detract high quality candidates. This depends on a number of factors:
    a. If the campaign was targeted at the correct demographic for the position
    b. If the campaign was extensive and reached the correct demographic
    c.  If the campaign had the right message
  2. The geographic location of candidates
    The geographic location of candidates may affect the demographics of the candidate as if you are recruiting from a small and specific geographic location you may be limiting the diversity of the candidates and missing out on great talent.
  3. The literacy skills of the candidates
    As with geographic location, literacy skill varies across applicants. This will ultimately impact their suitability to the role. For example, an applicant pool largely consisting of candidates from NESB may have a significantly different mean literacy score to a group of native English speakers.
  4. The number of candidates applying for a position
    The more candidates that apply, means a larger pool of talent to search within. This then translates to a greater chance of identifying high quality candidates that are suitable for the role.
  5. The correct use of assessment
    It is critical that the correct assessment is used in order to identify the correct target group. If an assessment is not appropriate for a particular role, then there is a risk of them being rejected when in fact they had the correct skills for the position.
  6. Attractiveness of the position
    Some roles are more attractive than others. The more attractive the role, the more likelihood of attracting high quality candidates. This can include the type of responsibilities, the perks and the culture of the organisation.
  7. The selection process itself
    The likelihood of identifying a quality candidate depends on the selection process used. If you follow the best practice method where candidates are assessed at the first selection round, and they receive regular feedback during the process, this can increase your chance to find the best candidate for the role.

By being aware of how these seven factors can either positively or negatively affect your selection process, you can ensure you receive high-quality candidates that will be suitable for the role and ensure continued success for your organisation.

For more information or to have a chat about your selection process, call us on (02) 9954 0840 or email info@savilleassessment.com.au.

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