A face-to-face interview remains the most effective method for choosing the best person for the job, according to research published by IRS Employment Review today (12 January 2004). But recruiters recognise their shortcomings when it comes to the interview processes, such as outside influences and human error or impartiality. As a consequence, they are changing their practices to ensure that interviews are as robust as possible.
Anyone looking for a new job in 2004 may find themselves undergoing more tests and being contacted by potential employer far earlier in the recruitment process, as selection becomes more streamlined and focused.
The survey highlights the differences in recruitment methods between sectors and job roles (see notes to editors). The results are published in the new issue (791) of IRS Employment Review (www.irsemploymentreview.com), published by LexisNexis IRS.
Other key findings:
Across sectors and roles, the three most popular selection methods were:
-Face to face interview
-Assessment centre
-Competency.
However, these varied with role and sector (see notes to editors for full breakdown of figures).
-Recruiters are beginning to assess the selection requirements of each job function and are moving away from a one-size-fits-all approach. Instead, for roles such as ICT or skilled staff, recruiters are more inclined to rate tests of specific skills and abilities as their most effective selection method.
-Assessment centres and competencies are also increasingly being used and gaining in credibility. While assessment centres have always been recognised as a valid selection method, recruiters appear to be using centres across more job roles than before.
-Almost two in three (64.4%) of the recruiters now use structured interviews on a regular basis. This practice is most common among public sector organisations, where more than eight in 10 (82.3%) always use structured interviewing when selecting new employees.
-Three-quarters (77.8%) of employers are using competency-based interviews, either always or sometimes, when selecting new employees.
Noelle Murphy, researcher/writer, IRS Employment Review said:
ìConducting an interview with a prospective employee is the bedrock of the selection process, but is only effective when organisations use it with other, more specifically job-related tests or selection methods. Competencies are proving their worth to organisations when selecting new employees, not only in terms of selecting the most suitable staff, but also ensuring access to a more diverse workforce. With legislative changes well established, employers must recognise that their recruitment processes must be fair and effective, if they are to find the best person for the job.
The full survey is published in IRS Employment Review available from customer services on 020- 8662 2000, price 30 or can be found on
Selecting the best: a means to an end
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