Recruiting the right candidate is crucial for business success and with data showing that there’s around 12.7 million people in the UK who are actively job seeking every day, you need to make sure that the candidate you choose is the best possible candidate available to you. Relying solely on one selection method, such as an interview, can lead to hiring decisions based on limited information. By using a range of selection methods, employers can assess candidates more thoroughly, improving the likelihood of finding the right fit. This blog explores the importance of implementing a varied selection approach, highlights some common pitfalls of single-method recruitment, and identifies best practice to enhance your hiring process.
Why a Multi-Method Approach Matters
Every recruitment method has strengths and weaknesses. Relying on just one method though can result in an incomplete or inaccurate assessment of candidates and their actual ability to perform well in the role you are recruiting for. A well-rounded selection process provides a deeper understanding of a candidate’s skills, experience, and even cultural fit for your team and your business.
- Interviews
Interviews are the most commonly used selection method, offering direct insight into a candidate’s communication skills, personality, and experience. However, they can be subjective and influenced by unconscious bias. Structured interviews with predefined questions can help maintain fairness and consistency. Interviews are certainly a valid selection method but they need to be supplemented by other information gathered throughout the recruitment process.
- Skills Assessments and Work Samples
Practical tests, such as data analysis tasks or content creation exercises, provide a clear demonstration of a candidate’s ability to perform the job. These methods reduce reliance on a candidate telling you how good they are and actually allow employers to assess real-world performance in tasks that are relevant to the role being recruited for.
- Psychometric Testing
Psychometric tests measure cognitive abilities, personality traits, and problem-solving skills. When used alongside other methods, they help assess a candidate’s potential for long-term success within a company. These tests often need to be externally validated in some way and there tends to be a cost attached to their use so employers should do some research to make sure that they identify tests which meet their needs.
- Situational Judgment Tests (SJTs)
SJTs present candidates with hypothetical workplace scenarios and ask how they would respond. This method is particularly useful for roles requiring strong decision-making and problem-solving abilities.
- Group Exercises and Assessment Centres
For leadership and teamwork roles, assessment centres offer a comprehensive evaluation through group activities, role-playing exercises, and case studies. These methods help gauge a candidate’s ability to collaborate and adapt to dynamic situations when they have little time to prepare which replicates as best as possible the real world.
- Background and Reference Checks
Verifying a candidate’s employment history, qualifications, and references ensures accuracy in their application. It also helps confirm whether they have demonstrated the skills and behaviours required for the role in previous positions.
Common Pitfalls of Single-Method Selection
Many employers make the mistake of relying too heavily on one recruitment method, leading to poor hiring decisions. Here are some key risks:
- Over-reliance on Interviews: Interviews can be influenced by bias, first impressions, and a candidate’s ability to ‘sell’ themselves rather than actual job suitability.
- Neglecting Practical Skills: A candidate may perform well in an interview but struggle in real job situations without practical assessments.
- Failing to Assess Cultural Fit: Relying solely on CVs and interviews can overlook whether a candidate aligns with company values and team dynamics.
- Not Checking References: Skipping reference checks increases the risk of hiring someone who may have a history of underperformance or workplace issues.
Legal Considerations When Selecting Candidates
Employers must ensure their recruitment process is legally compliant and free from discrimination. The Equality Act 2010, requires fair treatment of candidates regardless of age, gender, ethnicity, disability, or other protected characteristics.
To stay compliant employers should:
- Use structured selection methods to ensure consistency.
- Avoid discriminatory language in job descriptions and interview questions.
- Keep records of your selection process to justify decisions if challenged.
Best Practices for a Strong Selection Process
To improve hiring outcomes, businesses should:
- Define Selection Criteria Clearly – Establish the essential skills, qualifications, knowledge and any other criteria before evaluating candidates.
- Combine Methods – Use at least two or three selection techniques to build a fuller picture of each candidate so that the hiring decision is as informed as possible.
- Train Hiring Managers – Provide training to managers involved in recruitment on unbiased interviewing and fair selection practices.
- Standardise the Process – Develop consistent questions and assessment scoring to ensure fairness and comparability.
Using a range of selection methods when recruiting increases the likelihood of hiring the right candidate, reducing turnover and improving team performance. A well-rounded approach will lead to fairer and more effective recruitment decisions.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog How Employers Can Use Technology in Recruitment
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
