Hello there.I am Kehinde.Thanks for joining me on this episode of Moments That Matter With Kehinde. This program is all about solving the problems around expectation management in the workplace just so you can become that employer or talent of choice.So this week,I will take it further by looking at another important process within the Recruitment.This process is the Selection process.Selecting candidates involves two main processes and these are Shortlisting and Assessment.Both are undertaken to decide who should be made an offer.When deciding who to shortlist, it is helpful to draw up a list of criteria using the Job and Person requirements.Each application that you receive can then be rated against these predetermined standards.As an employer who is serious about best practices,your shortlisting process should be seamless and objective. Hence,the need to conduct a Job Analysis before posting the job.To job seekers,please position yourself to be shortlisted.Ensure your CV or application is tailored to the role you are applying so you don’t give your potential employer headaches trying to determine your suitability for the position.By this,I am not saying you should copy everything in the job advert and paste in your CV verbatim.I am simply saying that your CV should be written in a manner that highlight your relevant experience,knowledge,skills and attributes for that particular role.The second critical process in Selection is Assessment.There are a range of methods that can be used to assess candidate including but not limited to General Interview,Role Play/Demonstration,Sample Presentation(for jobs that require presentation skills),etc.Please note that these methods vary in their reliability as predictors of successful job performance and their ease of administration.So,I will advice you look into your organization peculiarities and select the method that suit your needs.To make your selection free of conscious or unconscious bias,ensure that all selected candidates are taken through your selection processes at the same pace.E.g if you are using the interview method,ensure that all candidates are asked the same questions so that they will all have equal opportunity of being offered the job.Don’t ask questions that are not pertinent to the position you are interviewing for whether you are the interviewer or the job seeker.That’s why you should prepare your questions way ahead of the interview session. As a potential employer,it’s a sign of unseriousness when you are doing CV review for the first time when the candidate is already sitting right in front of you.That interview may end up producing a round peg in a square hole,simply because you did not do the needful.Remember that interview is a two-way assessment.Ensure you write down the responses of each candidate so that you when you are doing your comparison later,it will be easy to determine the responses that best suit your requirements.If you do not do this,it becomes hard to recall who said what later.Please respect the candidate’s time.Don’t fix interview time for 10.00am and santer in at 12.00pm without any notification or apology to the candidates.This behaviour is absolutely disrespectful in my opinion.Appreciate the time the candidates took out to come interview with your organization.To job seekers,please ensure you understand the role you are interviewing for.Be prepared to give the interview your best shot.Get all the necessary information you need to ace that interview.Next week,I will go into an indepth discussion on how you can use the Selection Process to promote your EVP as an employerand how you can position yourself as the preferred candidate during the selection process.That’s the bit I have for you on this episode of Moments That Matter With Kehinde.I hope you have learnt a thing or two from what I have shared so far.You can email me at [email protected] if you have any people or career related issues that you'd like me to address here.Bye🙂