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CIPD Level 3 Assignment Examples- Part 2 Guide

3CO04: Essentials of People Practice

LO 2 Be Able to Contribute to the Effective Selection and Appointment of Individuals

The Chartered Institute of Personnel Development (CIPD) note that an effective recruitment and selection process is crucial for the organisation regardless of whether the labour market is tight or slack (CIPD, 2021). The recruitment and selection process allows the company to obtain the right individuals for the organisational roles at the appropriate time. It also ensures that the employees have the relevant competencies and skills for the firm’s needs, both in the present and the future. This task distinguishes the selection methods and the records to retain after the selection approach.

AC 2.1 Contrast Different Selection Methods and When it is Appropriate to Use Them

Examples of selection methods are outlined in figure 1 below. They include assessment centre, panel interview, in-tray exercise, psychometric tests, computer aided artificial intelligence, using feedback from the other employees, face-to-face interviews, and the selection criteria matrix.

Panel Interviews: This selection process entails the applicant answering questions from several individuals that are responsible for recruitment and hiring. The use of panel interviews is to obtain perspectives from various individuals within and outside the firm.

Psychometric Tests: These tests are applied to measure the individual’s aptitude and mental capabilities. These tests are used to determine the suitability of the individual for the job. Some of the evaluated aspects are verbal and logical reasoning, numerical judgement, and situational decision-making.

Competence-Based Approaches: This involves the behavioural centred interview that is developed to obtain the specific information. This allows for the individual to predict the job behaviours according to the applicant’s experiences.

Selection Criteria Matrix: The selection criteria matrix is a score-based approach that distinguishes individuals according to several aspects, including the skills, qualifications, work experience, level of training, and work performance. The candidates’ outcome in the criteria used is applied to ensure that the highest scoring individual is selected.

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The comparison of the selection methods can be summarised in table 1 below. The comparison is centred on the planning level, time, cost, and type of data.

Table 1: Comparison of the Selection Methods

AC 2.4 Discuss the Records that Need to Be Retained Following the Selection Process

The data collected, analysed, and used during the recruitment and selection process is vast and comprises of numerical and textual. The data may be stored in documents (hard copy) and in computers (soft copies) in the firm’s database. However, the data should be stored according to the ethical aspects, including confidentiality. Two important laws governing the data storage include the Equality Act of 2010 and the General Data Protection Regulation (GDPR 2018). From the GDPR that came to effect in 2018, it is essential to harmonise data protection and privacy (Herrle and Hirsh, 2019). This directive ensures that individuals have a better understanding how their personal data is used and are encouraged to report in case there is any violation of privacy. From the GDPR and the Equality Act of 2010, it is essential for the organisation to seek informed consent before using the data. Records stored after the selection process and in line with the two regulations include;

The candidate’s CV and certificates: This entails the candidates’ data, including skills and qualifications. The data is stored for both the successful and unsuccessful candidates.

Applications: These are the documents showing the candidates’ express of interest to work at the company. The application is essential in proving that the process was fair and just.

Interviews and selection records: These are proofs of the selection process, including the tools used and the data obtained.

Appointment letter: These are records of the approval that the individual was successful in the application.

References

Herrle, J, and Hirsh, J., 2019. The peril and potential of the GDPR. Available [online] at: https://www.cigionline.org/articles/peril-and-potential-gdpr/?utm_source=google_ads&utm_medium=grant&gclid=CjwKCAiAiKuOBhBQEiwAId_sKx4DwmFRkN1d0lTnx2j1sbjytYgf5vVu5QJeRnvgXOT8WIRxGPf63xoCPlMQAvD_BwE [Accessed December 23, 2021].

CIPD, 2021. Recruitment: an introduction. CIPD Factsheet. Available [online] at: https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet#gref [Accessed December 23, 2021].

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