Assessment for recruitment

Abstract

Selecting the wrong doctor for the job could have serious consequences; the potential costs (both human and financial) are substantial. In the UK, the Modernising Medical Careers change programme has placed more emphasis on delivering robust methods for assessing and developing doctors throughout the career life-cycle. Selection interviews are undoubtedly the most widely-used selection method for short-listed candidates. However, research has consistently shown that interview effectiveness varies greatly depending on the degree of structure employed, and the extent to which it targets evidence on key competencies. A structured, competency-based interview, where candidate responses are assessed against standardised rating scales, can be a very effective selection method. An assessment centre (AC) is a selection method, not a place. ACs make use of a combination of different selection tools and allow candidates to be assessed by multiple assessors.

Topics & Concepts