Top 3 Features of Best Practice Recruitment and Selection - #3

Part 6 of 11 of the CompetencyCore^TM Guide to Recruitment & Selection

This is the sixth in a 11 part series that looks at:

1. The Business Case
2. Key Advantages of Competency-based Selection
3. How Competencies Improve Selection
4. Top 3 Features of Best Practice Recruitment and Selection - #1
5. Top 3 Features of Best Practice Recruitment and Selection - #2
6. Top 3 Features of Best Practice Recruitment and Selection - #3
7. Common Tools: Job Postings & Behavioral Interviews
8. Common Tools: Track Record Review and Reference Checks
9. Common Tools: Standardized Tests, Part 1
10. Common Tools: Standardized Tests, Part 2
11. Tips for Implementing a Recruitment and Selection System

In the previous two blogs, we reviewed how to establish an efficient recruitment and selection work flow, as well as how to use competencies to determine which screening tools, assessments and / or tests to include in the recruitment and selection process.  This blog discusses the final of the three main elements for setting up a best practice recruitment and selection system – the weighting and rating grid.

Selection Weighting & Rating Grid
A Weighting and Rating Grid is established to determine who will be eliminated from or progress through the various stages of the selection process, as well as the final ranking and / or selection of candidate(s) for the job(s).

Each stage of the process should have well-defined selection criteria that are based on clearly defined job requirements.  A stage in the selection process could include more than one element – for example, there could be more than one screening test.  In this case, the combined weighting / rating scheme for all the tests at this stage must be established to determine which of the candidates progress to the next stage.  Once a pool of candidates that meet the minimum job requirements at every stage has been established, a weighting system is used to rank order and select the candidate(s) that best fit the job requirements.

The relative weighting for each job specific requirement/competency must have been established prior to starting the selection process and must be based on the analysis of the job requirements.  Each job-specific requirement/competency is assigned a value.  Often, the weights are assigned so that the total equals 100 for the maximum score that could be obtained.

In summary
There are three (3) main tools that help in organizing a competency-based selection process:

• The selection process work flow diagram
• The competency coverage grid, and
• The selection element weighting and rating grid.

These operate in combination, to make sure that the organization’s recruitment and selection systems are both:

• Efficient in that they do not waste precious resources, while at the same time cover all of the important competency requirements for entry into jobs, and
• Effective, in other words they achieve the desired end result of selecting the most qualified and capable candidate(s) in a fair, reliable and defensible manner.

The next three blogs cover the types of selection elements that can be included in a competency-based recruitment and selection process and the relative merits of each.

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The next blog in this series examines some common tools used in recruitment and selection program, starting with job postings and behavioral interviews. Sign up to our blog’s mailing list through the form on the right-hand side to receive the rest of the series in your inbox.

HRSG is a leader in competency-based recruitment and selection solutions and training. Contact us today to find out how we can help you.

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Want to learn more? Download a Best Practice Guide to Improve the Effectiveness of your Interviewing Processes
Compared to unstructured interview approaches, the behavioral interview approach greatly increases your chances of making the best selection decisions. Download this guide to learn how to interview candidates to gather critical information about candidates’ past performance and accomplishments that you can use to predict their performance and accomplishments in the job that you are filling.