People. Integrity. Results.
Ms. Anne-Marie Carroll (Managing Director) and Dr. Ron Passfield (Director) of Merit Solutions Australia hosted a visit by a Chinese Delegation on 22 November 2012. This was the fourth delegation from China to visit Merit Solutions in Brisbane. The visit was in line with China’s National Policy on Education Reform and Development (2010-2020) which aims [...]
Why use a scribe in selection processes? A scribe’s usual role in selection is to support the selection panel chair through taking detailed notes during the selection process and preparing the final selection report. Typically, a scribe is not a member of the panel and does not participate in decision-making. They will not usually participate [...]
In a recent appeal decision (Notable Case A7447 (http://www NULL.psc NULL.qld NULL.gov NULL.au/library/document/catalogue/appeals/promotion-notable-case-reviewability-and-process-deficiency NULL.pdf)) published by the Queensland Public Service Commission, the Appeals Officer found that the selection process was deficient because the selection panel had not provided a “cogent narrative, however short” to explain their recommendation.
While conducting job interviews, selection panels are frequently torn between whether to probe or prompt the job interviewees. Sometimes, members of selection panels become confused about the differences between these two approaches to job interview questions. This article clarifies the issues for selection panels.
Recruitment benchmarks have become the standard for recruitment and selection processes. We advise selection panels to invest time together before shortlisting to agree on the recruitment benchmarks that they will use to assess candidates.
How you treat job candidates during the selection process has a major impact on how they view your organisation and whether you are seen as an employer of choice. Candidate care is a critical element of the selection process.
There can be serious negative consequences from adopting the “Good Cop/Bad Cop” approach to job interviews. Selection panels can lose respect from GenY’s when using this approach to selection interviews because they do not appreciate “intimidation” and assume that this will carry over to the job context.
Employment equity means treating people fairly – and that may mean treating some people differently from others. It means creating equal opportunities for people.
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