A good system starts with a job analysis, from which job descriptions, job specifications and person profiles are derived. Following such an analysis an appropriate selection methodology would be determined. For example, an assessment centre, interviews, tests or even a combination of all three might be considered. Additionally, selection processes usually involve a systematic process of paper sifting and, if required, a shortlisting process before the actual selection. All the above can be achieved by implementing a formal structured system of selection that is understood and followed by all those involved.
Most organisations have some system and some even have very clear processes.
However, many selection processes have grown by default and incorporate elements that serve no useful purpose. Even worse, they do not include components that make it effective or even defensible within present legislation. Psychol has a great deal of experience in the design of selection processes. All selection systems need to accord with a company s policies, ethics, culture etc. Psychol consultants have the experience to design cost-effective processes that will fit an individual organisation s particular needs and resources.