Define: Compensatory Selection Strategy

A compensatory selection strategy is a method used by employers to evaluate job candidates based on multiple criteria or attributes. It allows employers to weigh different factors and make a decision based on the overall score or ranking of the candidates.

Yes, it is legal to use a compensatory selection strategy as long as it does not discriminate against any protected classes, such as race, gender, age, or disability. The strategy should be applied consistently and based on job-related criteria.

Yes, a compensatory selection strategy can be used for all types of jobs, as long as the criteria used are relevant to the job requirements and do not unfairly disadvantage any particular group.

Employers should carefully analyze the job requirements and identify the key competencies or attributes necessary for success in the role. The criteria should be job-related and supported by evidence of their importance to the job performance.

Yes, employers can assign different weights to different criteria as long as the weights are based on the relative importance of each criterion to the job performance. However, the weights should be determined objectively and not used to unfairly favor or discriminate against any particular group.

Some jurisdictions may have specific laws or regulations regarding the use of selection strategies. It is important for employers to familiarize themselves with the local laws and ensure compliance with any applicable regulations.

Yes, a compensatory selection strategy can be challenged in court if it is found to be discriminatory or in violation of any applicable laws. Employers should ensure that their selection strategy is fair, consistent, and based on job-related criteria to minimize the risk of legal challenges.

Yes, there are alternative selection strategies, such as multiple hurdles or minimum qualification approaches, where candidates must meet specific criteria at each stage of the selection process. These alternatives may be more suitable for certain jobs or industries.

Yes, a compensatory selection strategy can be modified or adjusted over time based on the changing needs of the organisation or new insights into job requirements. However, any modifications should be made carefully and in compliance with applicable laws and regulations.