Issues in recruitment and selection

The tendency to employ people just like ourselves

Selection panels should not seek applicants who will 'fit in' because of characteristics irrelevant to the job. Research suggests that panel members subconsciously, or sometimes consciously, appoint people most like themselves. It is important to be aware of our own fears and prejudices which can arise from lack of experience with, say people from a different ethnic background. Openly discussing the criteria for the job and challenging discrimination in all steps of the process is essential in employing the best person for the job.

How people acquire and develop skills

Value should not be placed only on a traditional career path. Skills gained through unpaid volunteer work, participation in local or community organisations or managing a family can also be considered. Think broadly about how skills are developed and look for transferable skills.

Assumptions about the length of time an applicant may stay in the job

An applicant should not necessarily be disadvantaged by having gaps in their employment record, a history of part-time work, short term or volunteer work. Remember that childcare responsibilities still fall disproportionately on women and can be the cause of further discrimination in employment processes.

Place value on different types of work

Certain types of work should not necessarily be regarded as more valuable than others, for example childcare may, for certain positions, be as valuable an experience as paid work. Involvement in community organisations in a voluntary capacity builds many skills and competencies.

Who defines what is merit?

In the past, in a University context, merit has been defined by those people who had power. Their definition of merit rewarded unbroken service, overseas experience, a focus on research rather than teaching and it tended to benefit men over women. Perceptions, expectations, and requirements have changed, but all members of selection panels need to be vigilant to ensure that the University in practice achieves the merit based selection it requires.

Keeping up with current recruitment and selection practices

Members of selection panels, however experienced, must be in touch with new practices and procedures. Following policy and procedures is a great protection and assists in making good decisions based on merit. In addition the Equity and Diversity Awareness Program is open to all staff and can assist you in understanding your rights and obligations regarding discrimination.