The Employee Selection Process

Does your organization have a standard employee selection process? HR Advisors, Inc. can help make the process go as smoothly as possible and find candidates that are the best fit.

Step 1: Application 

Provide an application for candidates to apply to. You might even want to consider having an application that is mobile-friendly and easy to access. It’s also important to ask the right questions and to give the applicant a chance to describe their experiences. 

Step 2: Screening & Pre-selection

The second step in the selection process is the initial screening of candidates. The goal of is to reduce the pool of candidates from a large group to a manageable group of between 3-10 people that can be interviewed. The most known technique is resume or CV screening. Resume screening helps to assess if candidates comply with the criteria needed for the job.

Step 3: Interview

An interview offers some insight into a person’s verbal fluency and sociability. It also provides the opportunity to ask the candidate questions related to the job and it presents the opportunity to sell the job to the candidate. There are many different styles of interviews and so it would consider which would be the most realistic and suitable for the position you’re trying to fill. It’s also considered best practice to use interview guides because it makes the recruitment and selection process fair and consistent.

Step 4: Assessment or Writing Sample

Some assessments include work sample tests, personality scales, integrity tests, and job knowledge tests. The goal of these is to predict job performance, work quality, and overall success. Another method to predict work quality would be to request a writing or work sample.  

Step 5: References and background check

Reference checks can be used to confirm the accuracy of what a candidate has told you, and your impressions of them. Ask the candidate to give you references and follow up on these. Background checks are commonly used for government departments and other jobs that involve access to highly confidential information, such as healthcare roles.

Step 6: Decision

You should use a data-driven approach to make the hiring decision to make your selection process as fair as possible. In practice, this means pre-defined criteria by which every candidate is rated against during the selection process. It is also recommended to involve input from other managers, panelists, and colleagues to make a final decision. 

Step 7: Job Offer & Contract

Lastly, an offer is then made to the candidate. It is best to have the offer in writing as well as include anything that was discussed during the interview, like benefits, salary, and start date.