Selection

Selection

1. Selection starts after the closing date of the advert.

   • Application forms/CVs will be screened using the person spec and if they have followed the instructions. If any of the applications/cvs have errors/ not followed instructions or do not meet the criteria of the person spec they can be disposed of securely by shredding them as if this were not carried out the company could breach the DPA 98. A short leet will be created of about 5-6 candidates.
     • Planning the interview will be carried out when planning the interview when the interview will take place as the person conducting the interviews will have to be free to do so. where the interview will be held, are you going to carry out the interview in a quiet room within the building. How the interviews will be carried out one to one or group or panel interviews.
       • When conducting the interview interview WASP should be applied (Welcome, Ask, Supply, Part). Tests may be carried out that will be relevant to the job vacancy.
         • Second interviews may be carried out that will be more vigorous than the 1st interview perhaps putting the applicants under more pressure.
           • Decide on the best candidate for the job on the evidence produced from CV/application/interviews/tests/score sheets and perhaps from other interviews or co-workers.
             • Send a letter to the successful applicant which will consist of a start date and ask them if they are accepting the job to do so by a specific date. Inform all other unsuccessful candidates that they have not been successful and if they wish to have feedback as to why they can contact the company.
       • Send letter to applicants asking if they have any special requirements for the interview process to take take place such as wheel chair access or the applicant may have already stated that they are blind in their application form so have a letter made up that is in braille so that the person can read the letter.