HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

Recruitment and selection ❚ 425APPLICATION FORMSApplication forms set out the information on a candidate in a standardized format.They provide a structured basis for drawing up short lists, the interview itself and forthe subsequent actions in offering an appointment and in setting up personnelrecords. An example of a form is given in Figure 27.2.The following suggestions have been made by Pioro and Baum (2005) on how touse application forms more effectively:●●●●●●●Decide what the criteria for selection are and how these will be assessed by use ofthe application form.Keep questions clear, relevant and non-discriminatory.Ask for only the bare minimum of personal details.Widen your pool of applicants by offering different options and guidance forcompleting and viewing application forms.Develop a consistent and effective sifting process.Use a team of sifters from a range of backgrounds to represent the diversity ofyour candidates.Review how effective you have been at the end of the process and once thesuccessful candidates are in their roles.SIFTING APPLICATIONSWhen the vacancy or vacancies have been advertised and a fair number of repliesreceived, the typical sequence of steps required to process and sift applications is asfollows:1. List the applications on a control sheet, setting out name, date the applicationwas received and the actions taken (reject, hold, interview, short list, offer).2. Send a standard acknowledgement letter to each applicant unless an instant decisioncan be made to interview or reject.3. The applicant may be asked to complete and return an application form tosupplement a letter or CV which may be on paper or in electronic format. Thisensures that all applicants are considered on the same basis – it can be very difficultto plough through a pile of letters, often ill-written and badly organized.Even CVs may be difficult to sift, although their quality is likely to be higher ifthe applicant has been receiving advice from an ‘outplacement’ consultant, ie onewho specializes in finding people jobs. However, to save time, trouble, expenseand irritation, many recruiters prefer to make a decision on the initial letter plus