selection methods

Reasoning/problem solving ,decision making ,interpersonal skills ,confidence ,You should bear in mind that these tests:are not always a good indicator of future performance should not be used unless there is a proven need and a suitably qualified person to administer them often require a fee when you use them .

Assessment centres:These are generally used by large organisations, particularly when making senior appointments. Individual and group exercises take place, sometimes over a few days, often including an interview, psychometric tests, group discussions and tasks, written exercises and presentations. They can be expensive and time-consuming.



Inviting candidates to interview:Invite the most suitable candidates for interview by letter, telephone or email - for the last two, confirm arrangements in writing.You should say:when, where and how long the interview will be,how to get there - provide a map if necessary - and whether you will pay travel expenses,what documents the candidate should bring,who the candidate should ask for on arrival,the names and job titles of the people conducting the interview,if there will be a test to take, or a presentation and if so, its type and duration.


Biodata:This test takes the form of a multiple-choice biographical questionnaire and is more likely to be used by large organisations. Take care not to breach data protection or discrimination laws. See our guides on how to prevent discrimination and value diversity and comply with data protection.