Structured selection: from scorecards to offers

Skills you'll practise

• Build a selection plan that links each assessment to a job requirement and a scoring guide
• Combine scores from several assessors and stages using the agreed method rather than impressions
• Run a decision meeting that challenges unsupported opinions and records reasons
• Calculate selection rates and apply the four-fifths rule as a first screen for adverse impact (US example)
• Make a conditional offer, communicate with unsuccessful candidates, and keep hiring records under the retention rules

Course outline

1. 1.Structured selection: from scorecards to offersVideo · 3 min
2. 2.A selection plan before the first CVLesson · 17 min
3. 3.Combining evidence and making the decisionLesson · 18 min
4. 4.Checking for adverse impact, offers and recordsLesson · 20 min
5. 5.Structured selection: from scorecards to offers: knowledge checkKnowledge check · 16 questions
6. 6.The candidate who "wouldn't fit in"Scenario
7. 7.Final exam9 questions · passing it completes the course, so people who already know the material can test out

Sources it draws on

The lessons and questions are written from these references, so learners can go back to the original.

• US Office of Personnel Management: Structured Interviews
• Uniform Guidelines on Employee Selection Procedures, 29 CFR 1607.4(D) (four-fifths rule; US example)
• EEOC: Prohibited Employment Policies/Practices (US example)
• EEOC: Recordkeeping Requirements (US example)
• GOV.UK: Discrimination: your rights (Equality Act 2010 protected characteristics; UK example)
• General HR practice: fair process, confidentiality and documentation. Your own policies and local law apply; involve HR or legal advisers