In all the companies, competence-based recruitment is practiced. Competencies
required for the job and person specification are clearly stated. The selection process is
also rather stringent and there are various stages of screening to ensure high quality
hires. Normally, the initial screening would be done by the HC Department, after which shortlisted candidates would be forwarded to the line manager for a second screening.
Candidates shortlisted by the line managers would then be returned to the senior
manager of the HC Department who would then call the shortlisted candidates for an
interview. For each position an average of about 20 applications would be selected and
forwarded to the department concerned for a second screening. In the second screening,
eight to ten candidates would be selected by the department for the first interview.
Normally, three candidates would be called for a second interview.
The interviewing process in all the companies is structured with much emphasis on
the performance of the candidates during the interview. The focus is on the evaluation
of knowledge, skills and attitudes, with a great emphasis on the attitudes of the
employees[15]. Structured questions prepared in advance by the interviewing panel are
used to test the hard and soft competencies of the potential recruits. There are three to
seven members in the interviewing panel, which normally includes the senior manager
of the HC Department and the line manager who requested for a new recruit. There is
much objectivity as scores would be awarded to each question based on a standard
score format[16]. With panel interviews, bias is much reduced and the possibility of
recruiting the right person for the job is enhanced. Besides selection tests, some
companies conduct a second interview to reduce the possibility of recruiting the wrong
person for the job.