The Selection Process

Selection in Human Resources is the process of picking or choosing the right candidate, who is most suitable for the vacant job position in an organization. Once potential applicants are identified by the hiring managers, the next steps are to interview the candidates, perform various employment tests to evaluate their qualities, and capabilities, and select the best fit. The process varies from organization to organization because each organization has its requirements.

Let us take a closer look at the selection process to eradicate all your doubts and confusion about the choice of selected candidates!

Process of Selection: Steps

Everything you need to know as a recruiter about the selection process is explained below.

Our head-hunter’s team at Patron Career Staffing could be your selection pal! We have all the resources to get you the desired candidates for all your hiring needs. Patron Career Staffing Solutions provide supreme staffing solutions for domains like- finance and accounting, transportation, accounting, retail, hospitality, manufacturing, and other positions in permanent, temporary, and contract capacity. The outcome of this step is receiving candidate applications.

2. Preliminary Interview

To save potential time, money, and effort, human resources conduct screening interviews the purpose of which is the elimination of unqualified applications. A preliminary interview helps reject misfits for jobs and helps a company decide who really should get the position. Some questions you may put up during the interview are:

Why we should hire you?

What do you know about our company endeavors?

What is your experience in this field?

This interview is a brief and less formal one aiming at advancing the selection process. By the end of it, you'll have scrutinized the applicants who are eligible for a further full-fledged selection process.

Our Tip- for a candidate living out of town, you can engage with the interviewee via a telephone interview. It is also an added advantage to gain insight into the applicant's communication skills.

3. Selection Tests

Candidate selection is a broad concept, usually signified by in-person employment tests, to examine the:

candidate's mental abilities and capacities

candidate's aptitude for the given job role

candidate's personality and the traits they possess

These tests may be in any one of the forms or a combination of two-

Aptitude Tests to check an individual's verbal, logical, or numerical reasoning.

Personality tests aim at evaluating candidates' behavioral patterns, values, and interests to get an overall combination of traits he/she might possess to fit the role.

Skills tests, wherein candidates have the opportunity to show their enlisted skills in their resumes. For example- job simulations can be put up for testing to see how the candidate will perform in a real-life scenario.

The point of going through the ordeal of conducting employment assessments is to assist you in making thoughtful hiring decisions.

We have made an elaborate post on Pre-Employment Assessments as a recruiting tool for hiring managers and employers. You can read about it here .

4. Employment Interviews

Such interviews are conducted for the sole purpose of evaluating the candidate's acceptability. Only those candidates who meet the above requirements are eligible for in-person interviews. There is a range of interviews you may conduct- structured, unstructured, or a duet of them to identify the candidate's skill set and ability to work in the organization. Interviewers must create a level playing field for all interviewees to offer no room for any bias. Please ensure that all prospective candidates are pre- informed about the job details and interview guidelines.

Also read: How to prepare for an interview!

5. Background Verification

The next step in the candidate selection process funnel is to check references. Although listed on application forms, references aren't usually checked until the candidate reaches the shortlisted names. The employers may verify the candidate's work and employment history, education activities, social security number, criminal records, court records, bankruptcy, etc.

It is one of the most vital steps that hiring managers can't afford to miss for it lowers the turnover risks and improves the quality of hires. Often the staffing agencies that companies hire, perform background checks on the selected candidates, as a part of their services. Our workforce at Patron Career Staffing is determined to narrow down staffing for you, with our expertise in finding the best candidates for your temporary or permanent staffing needs.

If you want to learn more about this crucial topic, click here!

6. Physical Examination

It's a very significant step because it aids employers in determining whether the candidate is physically and mentally fit to perform the work duties. The results of the exams are recorded and kept safely in the personnel records. A job offer is often contingent upon the candidate being declared fit after physical/ mental examination. Another objective behind the test is to protect the employer from invalid Worker's Compensation Claims because injuries if any, were recorded beforehand when the employee was being hired. In case a candidate fails the exam, appropriate reasons for his rejection are tended to him.

7. Job Offer

Ideal Individuals who excel in various interviews, pre-employment assessments, and even medical examinations are granted job offers or letters of appointment via mail or post. It includes the details of which day the candidate has to report for duty, the time granted for reporting especially when the individual is already working elsewhere; working hours, salary, leave allowance, insurance coverage, etc. If the candidate accepts the job offer, a contract is drawn up to be signed by both, the employers and the candidates.

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