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5
A systematic approach to selection 
The process of 
selection 
begins when the recruiter receives details of candidates interested in the job. A 
systematic approach includes shortlisting, interviewing (and other selection methods), decision-making 
and follow-up. 
A systematic approach to selection may be outlined as follows. 
Step 1 
Deal with responses to job advertisements. This might involve sending 
application 
forms
to candidates. 
Step 2 
Assess each application against 
key criteria
in the job advertisement and specification. 
Critical factors may include qualifications and experience. 
Step 3 
Sort applications
into 'possible', 'unsuitable' and 'marginal'. 'Possibles' will then be more 
closely scrutinised, and a shortlist for interview drawn up. Ideally, this should be done 
by both the personnel specialist and the prospective manager of the successful 
candidate. 
 EXAM FOCUS POINT 
A question might ask about a job advertisement that is discriminatory. This ties the material in this 
section with that in the following chapter on diversity and equal opportunities. 
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PART D: LEADING AND MANAGING INDIVIDUALS AND TEAMS 
 
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Step 4 
Invite candidates 
for interview
. 
Step 5 
Reinforce interviews with 
selection testing
, if suitable. 
Step 6 
Review 
uninterviewed 'possibles', and 'marginals', and put potential future candidates 
on hold, or in reserve. 
Step 7 
Send 
standard letters 
to unsuccessful applicants, and inform them simply that they 
have not been successful. Reserves will be sent a holding letter: 'We will keep your 
details on file, and should any suitable vacancy arise in future …'.