Having completed a rigorous assessment process – regardless of whether there is just one applicant or many applicants – it is now time to select the applicant or applicants for appointment.
Here are some key selection strategies to consider.
- Use a selection scoring matrix: Score each applicant against the suitability requirements of the vacancy. This assists with consistent assessment against the suitability criteria and record keeping requirements.
- Bridge team gaps: Identify and target missing team capabilities. Look for technical skills, leadership potential and personal attributes that strengthen the team.
- Optimise team dynamics: Recruit for complementary working styles, balanced personality mixes and cognitive diversity. This variety actively drives innovation and better problem solving.
- Assess the full picture: Base your final selection decision on the entire recruitment journey. For example, integrate the application, testing results, interview performance and reference checks rather than rely on a single element.
- Selection outcomes may include the appointment of one, multiple or no applicants. Selection decisions are based on how well applicants meet the suitability requirements of the position. There may be instances where more than one applicant is considered suitable for current or future vacancies or where no applicants meet the required standard and alternative recruitment approaches need to be considered.
- Rank successful applicants if this supports your recruitment objectives. Ranking establishes a hierarchy of top talent so you can make data backed decisions and seamlessly extend offers if the first choice declines. Ranking is not required and you can just identity the recommended applicant and then identify other applicants as suitable.
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