HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

Interviewing is just one assessment method. If you don’t use any other method you may not get candidates who can actually do the job. There are other simple and cost-effective ways you can use to check that this person has both the required skills for the job and the right “fit” for the organisation.

Other typical methods:

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Shadowing

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Workplace tests

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Psychometric testing

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Referees

Shadowing

The candidate comes into work during the selection process and spends time in the workplace. You interview them afterwards to assess if they like the workplace and could see themselves working there. An example of this would be candidates new to shift work and you bring them in on a night shift. During shadowing they are not employees and should not be paid, but health and safety requirements do apply while they are in the workplace.

Workplace tests

For any workplace position a workplace test should be used to ensure that the candidate actually can do what they claim. An example would be a typist who has stated they can type 60 words a minute. A simple typing test could show if they can and what quality was achieved.

Psychometric testing

This is a formalised process, most probably outsourced, in which the person’s personality and work behaviours can be identified. If outsourced it is standard to receive a report on the candidate.

Referees

Make sure that current work referees are used. You want to speak to the person they reported to. Ask questions based on what the applicant said they had done in that workplace and then ask how the referee thinks this person will behave in your environment. See the previous section on the privacy legislation.

© New Zealand Payroll Practitioners Association, Sep 2024, Ver 12

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