Activity 3
Selection
This activity aims to improve
• Understanding of the selection process.
• Be able to prepare for, and implement interviews
• Reading, listening, problem solving, reasoning, working in group & report writing
According to Markham (2022), selection is the process of choosing from a group of applicants those
individuals who are best suited for the position and the organisation. In other words, selection is choosing
the right person to do the job. This process consists of a number of steps including the interview.
The interview is one of the most important steps in the selection process and can be described as a
selection tool in which the interviewer receives information from the applicant and then uses this
information to predict the applicant’s work performance in the future.
Instructions:
1. Identify three candidates from your group who will be interviewed for a position.
2. Please note the position must be related to the degree of study of the candidate.
3. The rest of the group will serve as panel members.
4. It will be suggested that only five members form the panel who will be asking questions.
5. The remaining members could act as a scribe and/or an observer.
NB:
1. Before asking the questions, it is important that the panel members first discuss among themselves
who will be asking the different questions. (20 minutes)
2. While this discussion is taking place, the three interviewees will be asked to leave the area for a short
while.
3. After the panel discussion has taken place, the candidates will be interviewed individually.
4. It is important that each candidate is scored out of five for each question.
5. Reasons for the score should also be provided to facilitate an easy discussion regarding the selection
decision at the end.
2
THE DESIGN OF THE SELECTION INTERVIEW
Interview with three candidates (15 minutes per candidate).
1.1 Ask four (4) interview questions (the three shortlisted candidates should not see the questions).
i. 2 Situational questions
a. Situational questions focus on the candidate’s ability to project what his/her
behaviour would be in a given situation, e.g. “How would you, as a supervisor,
respond to a subordinate coming to work late for three days in a row?”
ii. 2 Non-structured questions
a. In non-structured questions, the interviewer asks questions as they come to mind,
without following any set format.
iii. 2 Behavioural questions
a. Behavioural questions are asked to determine how the candidate behaved in a given
situation in the past, e.g. “Tell me about an incident in which you had to deal with a
difficult customer. How did you turn the situation around?”
iv. 2 Knowledge and background questions
a. Knowledge and background questions probe the candidate’s job-related knowledge
and experience.
1.3 Selection Decision
During this step, the panel member must discuss the three candidates that were interviewed and decide
who is the most suitable candidate for the position. (10 minutes)
1.2 Explain how you will conduct reference and backgroud checks (name at least two specific
questions you would ask).
3
The reference check aims to verify (check) factual information provided by candidates in their applications
and to seek opinions from other independent individuals on the candidate. The vacant position
determines, to a large extent, how deeply the background search is conducted. The most common
background information that is investigated is:
Model answer
• Identification (including date of birth and address)
• Education
• Current employment (employer, position, salary, and employment dates)
• Employment eligibility (according to local immigration laws)
• Dates of prior employment
• Country criminal records (current residence and last residence)
• Licensing verification
1.3. Write and submit a report to your facilitators about the process. Your report should include;
a. Introduction
b. body (in this section include a section based on your final selection decision)
c. conclusioN
Report: Selection Process
Introduction
The selection process is an essential part of any organization's recruitment strategy. It involves choosing the right candidate for a specific job role based on their qualifications, skills, and experience. This report outlines the selection process conducted by our group for a position related to the degree of study of the candidates.
Body
The panel members in our group served as interviewers for three candidates. Each candidate was asked a set of four interview questions, including situational, non-structured, behavioural, and knowledge and background questions. The candidates were scored out of five for each question, and reasons for the score were provided to facilitate a discussion regarding the selection decision.
Based on the interview responses and scoring, the panel members deliberated on the most suitable candidate for the position. Each candidate's strengths and weaknesses were discussed, and ultimately a selection decision was made.
Conclusion
In conclusion, the selection process conducted by our group was thorough and comprehensive. The interview questions allowed us to assess the candidates' skills, knowledge, and experience relevant to the position. The selection decision was made based on a careful evaluation of each candidate's performance in the interview. Overall, the process was effective in identifying the most suitable candidate for the position.
Thank you to the facilitators for guiding us through this activity and helping us improve our understanding of the selection process.