Developing a Selection Program
Walter Porter
College America The basic principles organizations must follow to develop a selection program that is both legally defensible and ensures hiring the most qualified applicants. The organization needs to find the right person for the right job is critical to the success of any organization. The hiring process at the organization must do this as well as meet the test of public sector accountability and mandated requirements. The Department of Human Resources must developed procedures and this guide to assist departments in conducting a defensible hiring process that is objective, fair, consistent, job related and documented. The department managers are responsible for selection decisions needs to follow a consistent procedure and make use of the same tools to minimize the potential for subjectivity and liability in the selection process. The company’s hiring practices must follow the Federal Uniform Guidelines on Employee Selection and state law that requires all personnel actions be based on merit and fitness, and must comply with the company’s Equal Employment Opportunity Plan. The four areas of the hiring process that have the potential to subject the company’s to challenges and liability are Recruitment, Testing, Interviewing and Selection. The hiring department head/appointing authority is ultimately responsible for ensuring that selection decisions follow defensible hiring practices as outlined in this guide. As the company’s and its departments continue to deal with retirements, turnover and budget constraints, the recruitment and selection of employees will be a major focus for management. The Human Resources staff/consultants are committed to training managers in the process and working closely with departments to provide guidance to meet specific department and company’s objectives. The