Using non-interview recruitment selection techniques

Consider using alternative recruitment selection techniques including role plays, group discussions, presentations, written exercises, technical skills assessments, psychometric testing and assessment centres in addition job interviews when selecting a person for a job role.

Non-interview selection techniques are often used to supplement interviews and reference checks. They are used to assess such things as team work, interpersonal skills and styles, written, oral and presentation skills, time management skills, the use of initiative, problem solving skills, adaptability and applicable technical skills.

The goal in many non-interview selection techniques is to simulate a work situation in which applicant’s skills and abilities can be evaluated against the requirements of the job.

To accurately and objectively review the candidate’s performance it is necessary for the manager/supervisor or person hiring to reference their observations or the results against the position description and selection criteria, which have been developed in line with the relevant job level in the Workforce Capability Framework.

The work situation used in the assessment technique (role play, case study, as the focus for a presentation, etc.) needs to be aligned with and use language consistent with the relevant job level in the Workforce Capability Framework.

Non-interview selection techniques such as group discussions and presentations can provide the opportunity to involve a person with disability as one of the observers. Some individuals may not be comfortable being part of an interview panel but would be happy to observe and provide feedback following a non-interview activity.

When recruiting specifically for an individual, a non-interview selection technique could include involving a number of candidates in an activity related to the person’s support e.g. being part of a recreational activity or other pursuits directly with the individual.

Vague scenarios or exercises not properly grounded in the work and capability level relevant to the role will produce vague outcomes and are not advisable. It is inefficient, doesn’t contribute to effective candidate selection and is often used in recruitment processes only because ‘we’ve always done it like this’.

Group exercises, where used, should be designed to reflect the job role and capability level and be realistic in terms of the relevant work of the area. There should be a clear initial briefing for candidates prior to attendance, a specified timeframe for undertaking the exercise and guidance on the day on how applicants are expected to share information and reach decisions. Feedback to unsuccessful candidates, where provided, needs to be carefully managed and delivered.

Psychometric tests use standardised methods to measure a candidate’s suitability for a role based on the personality characteristics and aptitude or cognitive abilities required. They often take the form of a questionnaire or structured interview. Psychometric tests should only be used when developed and administered by professionals and are best used in conjunction with other assessment techniques.

Psychometric testing can be used for personality testing which evaluates a candidate’s basic characteristics, including their ability to influence and negotiate with others, preferred working style, leadership and decision-making style, drive and motivation.

Psychometric testing can also be used for ability/cognitive testing in areas such as verbal reasoning, numerical skills, comprehension/grammar and problem solving.

Even though many test formats are available on-line, the results of psychometric testing need to be interpreted by skilled and experienced assessors.

A good rule of thumb is that the more that a selection process uses other non-interview selection techniques, the more ‘candidate care’ and support is required during the process. It is important to remember that the majority of candidates will have less experience with these methods of recruitment and selection and need to be supported through the process.