We use cookies to give you the best possible experience on our site. By continuing to use the site you agree to our use of cookies. Find out more.


Selection Methods

get more from

For valuable insights and solutions to all your human resource needs

For valuable
insights and solutions to
all your
human resource needs

Subscribe Here

The objective of any recruitment and selection process is to recruit, select and appoint the right person for the right role who will assist in meeting the present and future needs of the Organisation.  In order to accomplish this, the Organisation must involve itself in a number of key stages, which when implemented effectively, enhances the likelihood of identifying the best candidates available for a given role.  

The Recruitment Process

Not all Organisations go through all stages, and the actual process followed is at the discretion of the hiring Organisation.  However the process must be fair and free from any unlawful discrimination, direct or indirect.  In order to defend a claim of discrimination, it is necessary to retain records of the process. 

Each of these steps is discussed in more detail in subsequent sections. 

1-    Vacancy Identified

A role can arise in Organisations for varied reasons. For example, it could be a replacement position because someone has left, or a new position has been created. A vacancy may be permanent or temporary in nature, for example, to cover a period of absence or meet a temporary increase in demand.

A vacancy provides management with a number of options. Before commencing the recruitment process, careful consideration should be given as to whether the Organisation could manage effectively without the post being filled. Job redesign for example could result in the realisation of cost savings.