As a recruiter, describe your decision-making process when selecting a candidate?

During the selection decision you need to avoid snap judgements; just because the candidate is not exactly the same as the person currently in the job role and has perhaps come from a different industry, has different experience or a different background it does not mean it is a bad thing. In fact this person could shine a new light on the job role and your business as they have a fresh pair of eyes.

When making the final selection decision make sure you are not prejudice, you don’t stereotype or presume, you don’t use the mirroring technique by selecting candidates in your own image or select personalities over abilities and do not be over reliant on a single element of the recruitment process; instead review on all parts of the recruitment process to ensure you select the right candidate.

When looking at the candidates you have assessed and short listed consider how they will help the future of the business and how they will help your company develop. Can they bring new experiences, skills, specialism’s or clients to your business which will help you grow? You are employing new people into your business to help support the success of the business so bear this in mind as you interview and select each candidate.

In the Final Decision : Look over your person specification and the job description to see how the candidates have been marked; if you have an accurate person specification and job description with accurate markings then you will never feel that the best candidate is not the one with the top marks and this should be the one you select. It is a good idea to also select a2nd and3rd choice candidate for the role in case the preferred candidate chooses not to accept the position with your company.

Skills, education and relevant experience that closely match the requirements of the position

The last three to five years of job duties (and compare these with the job description)

Look for gaps in employment, Job-hopping or Lack of career progression

Basically what happens at the recruitment stage of the employees will determine the success/ failure of the firm. For the firm to recruit they must have identifies the gap which needs to be filled in the firm. The following processes would lead to finding best suited candidate (s) for a specific job. 1. Carry an audit of the departments 2.Identify the gap 3.Avail the resources 4. Place the job ads on most used media platform with well elaborated requirements qualifications. 5. Receiving of the applications. 6.Sorting the applications as per the firm's needs. 6.Shortlisting qualified ones 7.First interview ( to test the candidate's interpersonal and extra personal skills ,competence, experience, verifications of certificates, testing on the knowledge of the firm 8.Second interview to select suitable candidates for the last interview. 9. Third interview, here is where you pick the best of the best after identifying most qualified, holistic, experienced, well informed and with track records of achievements from the past engagements.

·         Involve line staff and managers in that department, while interviewing the candidate involve that department managers or people who are working in your organisation have the skill expertise   

·         Formulate interview questions that will elicit concrete evidence of how candidates have exhibited successful behaviours for the target job in past experience n all phases of the screening and selection process

·         Focus more on accomplishments when interviewing rather than experience, knowledge, and skills

·         Look for evidence that candidates have taken on difficult challenges and overcome obstacles in the past

·         Whenever feasible, incorporate tests for candidates into your screening process

·         Judge the candidate on his passion to do the job responsibility you presented to them and also check the passion and how excited they are joining the organisation

·         Take a long-term view, means is you hire that candidate will he be loyal to the organisation  in long run or will he leave the company in short span if his desires are big which don’t match the organisation  path line in that case don’t hire.