National 5BusinessSQABusiness ManagementRevision NotesManagement of PeopleRecruitment and SelectionSelection Methods

Selection Methods (SQA National 5 Business Management): Revision Note

Exam code: X810 75

Lisa Eades

Written by: Lisa Eades

Reviewed by: Steve Vorster

Updated on

Receiving applications

  • When recruiting for the role, the business will select candidates whose qualifications, skills, personal qualities and experience best match the job description and person specification

  • The business may accept applications from candidates via curriculum vitae (CV) and covering letter or application form

Comparing application methods

Application form

Curriculum vitae (CV)

Covering letter

  • A standardised form designed by the recruiter to collect the same details from each candidate

  • Responses are collected in a consistent format and comparison is straightforward

  • A large volume of candidates can be narrowed down for interview

  • A professional document compiled by the applicant

  • Details career experience, key skills and strengths

  • Includes qualifications and character/professional referees

  • Provides contact details for the recruiter to get in touch with the applicant

  • A letter that accompanies the candidate's application form or CV

  • Gives reasons for submitting an application

  • Draws attention to the applicant's particular suitability for the role

  • Allows recruiters to sift applications without having to compare detailed application forms/CVs

  • Once applications are received, candidates for interview or further testing are selected

    • A shortlist is a list of the candidates whose applications meet the role criteria and about whom the business would like to find out more

    • Shortlists are essential for sorting through large volumes of applications

References

  • Referees vouch for a candidate's skills, work ethic and overall suitability for the position

    • Referees should know candidates in a professional capacity and be able to speak positively about their abilities

  • Referees are usually listed on the application form or CV

Evaluating references

Advantages

Disadvantages

  • References help confirm that the applicant’s work history and qualifications are genuine

  • They can show how well a person performed in a previous job

  • They may reveal reliability and attitude, which are hard to judge in an interview

  • References may be biased if they come from someone who knows the applicant personally

  • Some referees may give only limited information to avoid legal issues

  • It can take time to contact referees, delaying the recruitment process

Interviews

  • Interviews usually include a face-to-face, telephone or online discussion between a manager and the candidate about their suitability for the role

  • A set of relevant questions is used for all candidates to ensure that the interview is conducted in a fair and consistent manner

  • Interview questions may focus on 

    • Skills and experiences relevant to the job

    • Successes and failures, and how these were overcome

    • Personal interests and experiences

  • The interview process should lead to a suitable candidate being appointed

Evaluating interviews

Advantages

Disadvantages

  • Interviews let employers meet candidates in person and judge their communication skills

  • They allow businesses to ask questions directly and clarify details on an application form

  • Candidates can ask questions to see if the job suits their needs

  • Interview performance may not reflect how well someone actually works

  • Strong personalities may impress unfairly, even if others are more skilled

  • Interviews can be time-consuming and costly to organise

Testing

  • Testing typically involves pre-employment assessments that assess candidate integrity, suitability for the job, aptitude or specific skills

    • They can assess problem-solving and critical thinking skills, giving employers an idea of a candidate's potential

  • It can help a business decide whether a candidate would be a good fit within the existing team and whether their skills are sufficient for them to carry out a role successfully

Evaluating testing

Advantages

Disadvantages

  • Tests give an objective measure of skills, knowledge, or personality

  • They help identify the most suitable candidates for technical or specialised jobs

  • Tests can show how candidates react under pressure or solve problems

  • Tests can make some applicants nervous, affecting their performance

  • Designing and marking tests can be expensive and time-consuming

  • Some tests may not be fair or relevant to the real job role

Examiner Tips and Tricks

Students often forget that different jobs need different selection tool - an interview alone might not be enough and some roles need tests or practical tasks

Explain how combining methods helps employers choose the best fit, not just the most confident candidate

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    Author
    Reviewer
    Lisa Eades

    Author: Lisa Eades

    Expertise: Business Content Creator

    Lisa has taught A Level, GCSE, BTEC and IBDP Business for over 20 years and is a senior Examiner for Edexcel. Lisa has been a successful Head of Department in Kent and has offered private Business tuition to students across the UK. Lisa loves to create imaginative and accessible resources which engage learners and build their passion for the subject.

    Steve Vorster

    Reviewer: Steve Vorster

    Expertise: Economics & Business Subject Lead

    Steve has taught A Level, GCSE, IGCSE Business and Economics - as well as IBDP Economics and Business Management. He is an IBDP Examiner and IGCSE textbook author. His students regularly achieve 90-100% in their final exams. Steve has been the Assistant Head of Sixth Form for a school in Devon, and Head of Economics at the world's largest International school in Singapore. He loves to create resources which speed up student learning and are easily accessible by all.