Printer-friendly VersionAward The Job
It is time to select the best person for the job based on their skills and expertise, disregarding assumptions and irrelevant personal characteristics. Four areas where a behaviour does make a difference in the workplace is if the behaviour:
- reduces productivity
- threatens legality
- is unsafe
- increases costs.
Standard Practice (link to DIA standard recruitment practice)
An intercultural lens
To select the best-suited candidates:
- assess all the information obtained – the application form, CV, interview, referees, reports etc
- focus on the selection criteria and how the candidates’ skills and experience match these
- rank applicants according to performance against the essential and desirable job requirements
- be aware of your own negative responses to culturally different behaviours and rule these out of the assessment process
- select the person who is best suited to the job’s requirements
- record the decision and the reasoning behind it
- ensure the process is confidential.
Giving feedback
Feedback is an important aspect of the recruitment process. Feedback can offer an opportunity for the candidate to adjust their behaviour for future job applications. Check that the candidate wants the feedback before you give it!
The EEO Trust Guidelines have some useful tips on giving feedback. (.pdf 224k)
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