TABLE OF CONTENTS Having followed a structured approach to attracting a pool of applicants for a vacancy, the next step is to follow a similar approach to selecting the right person for that vacancy. The right person can be defined as:
somebody who matches the requirements set out in the job specification;
has had satisfactory references;
where future predictions indicate their success in the position;
has expressed sufficient interest in the position at interview to indicate that they wished to be offered the position.
The aim of selection is to find such a person who accepts the position and who gives satisfactory service and performance in the long term.
The systems approach to selection starts from the position of a well- defined job and a clearly analysed person specification. It assumes that there is one best way to carry out a job and a more or less 'ideal' candidate whose own history and personality will predict that she/he will perform very well in that job. It also tends to assume that the job will not alter a great deal in the future.
An alternative approach has been put forward by Herriot (1984) which puts a much greater emphasis on the process of negotiation between the parties where there is much more flexibility in the nature of the position. As explained by Newell and Rice (1999):
Both of the parties have a set of expectations related to their current and future needs and values. Selection is...
