Providing training programs for staff who wish to sit on selection panels can give a poor return on investment, particularly if you want some change in staff’s behavioural practices.
There are several reasons for this waste:
- People do not readily change their behaviour. People generally default to existing behaviours, particularly if under pressure.
- They mentally dispute or deny alternative views, and do not see the flaws in their own approach.
- If they are not going to use the information in the near future they are more likely to continue what they have been doing.
- There is no follow-up to reinforce key information.
- There are no mechanisms to encourage compliance with new behaviours such as via managers’ performance management processes, HR guidance, or delegate scrutiny.
- In rare cases, some may adopt a pay-back mentality for past bad experiences and no amount of training will make a difference.
If you are thinking of offering selection panel training then you need to make sure you gain value for money by:
- Taking a just-in-time approach that puts the training close to when it will be used.
- Considering incorporating the training into the selection process by including a coach on the panel.
- Having follow-up strategies in place to ensure that the training is used.
- Reinforcing new behaviours via performance management processes and skilled delegate scrutiny of selection reports.