Issues and Challenges in the Recruitment and Selection of ...

In large volume recruitment campaigns, applications are subject to a preliminaryscreening process, the objective of which is to remove candidates who areineligible based on the types of criteria discussed above. This first screening,based on the eligibility criteria, is sometimes carried out on line on the basis ofanswers to ‘yes/no’ questions – as for example, ‘Do you have Leaving Certificateor equivalent?’ Some employers acknowledge that this initial screening maysometimes lack rigour and as noted above ineligible candidates may get throughit. But there is a consensus across organisations that it in no way presents anybarriers to immigrants who do meet the eligibility criteria.Once the initial screening for eligibility has taken place, two possible options areimplemented. In the first of these, practiced for example in recruitment to mostentry level grades in the public sector, all those deemed eligible proceed to thenext stage of the process. Usually this is the testing phase but in some cases mayinvolve direct progression to interview. The second option is where the recruitingorganisations shortlist for interview from amongst the eligible candidates.It is at this short listing for interview stage that the distinction between thevarious recruitment processes – whether large volume entry level or more specific,whether very formal or more informal – begin to disappear. It is also at thisstage that a very robust engagement with the applications on the part of thoseimplementing the recruitment process begins. In short-listing applications (insome cases large volumes of them), applications are looked at closely and anythat are considered inappropriate are eliminated. Reasons for elimination includeineligibility becoming apparent at this stage, poorly presented application formsor clear problems with the use of written English.Further assessments are made on the basis of specified criteria, but someorganisations agree that there is an imperative at this stage to reduce thenumbers of candidates and that reasons to remove them rather than retain willbe sought. At this point, therefore, applicants are competing with each otherand the subjective assessments of those involved in short-listing begin to playa significant role. Overall the short-listing stage appears to be a crucial stage interms of progressing applications and it is one where it is difficult to determinewith any accuracy exactly what the basis of assessment is.Among survey respondents:• 86 per cent use proficiency in English as a basis for shortlisting• 99 per cent refer to previous relevant work experience as a basis forshortlisting and 65 per cent note that lack of same is a barrier forimmigrants.• 22 per cent use Irish experience as a basis of screening/shortlisting and 13per cent note this is a barrier for immigrants.54Issues and Challenges in the Recruitment and Selection of Immigrant Workers in Ireland