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There are many different types of selection situations, from internal promotions to selecting candidates from the open market. In all cases, the objective is to choose the candidate most appropriate for the job by using a high quality selection procedure based on the skills/competencies relevant to the job.

There is a broad range of options available for assessing the knowledge, skills and experience that are required for a job.  When choosing a selection process it is important to consider such issues as fairness, cost and acceptability to candidates.

The interview is a feature of most, if not all, selection processes for entry into the Civil Service and is a central feature of inter-departmental promotion schemes. In recent years, with a move towards greater use of competitive merit based promotions, the interview has become a much more common feature of promotion schemes within Departments. However, in many cases, especially if there are large numbers of candidates (e.g. an internal promotion scheme attracting very high numbers of applicants), it may be necessary to consider using additional selection techniques/tools before the interview to assist with decision making.

This section outlines some of the most commonly used selection techniques and gives an overview of their appropriate uses and benefits, as well as some of the factors which will influence the decision on which technique to adopt.

This section aims to answer the following questions:

  • What selection options are available, other than the interview?
  • Should I use more than one selection technique/tool?
  • How should I structure the overall assessment process?
  • What are the benefits and problems associated with each assessment method?
  • How do I decide on the appropriateness of a particular assessment method for a particular job?

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