How to Create an Effective Employee Selection Process?
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How to Create an Effective Employee Selection Process?

A standard employee selection process includes a few steps. The specific steps differ from company to company depending on the nature of industry and work.

  • Announcing the vacancy through job advertisements
  • Reviewing and screening the applications 
  • Interviewing the potential candidates
  • Offering the job – final selection
  • Formal induction of the new hire(s)

Advertising the vacancy

Whenever a vacant position is supposed to be filled, the management usually lists out superior capabilities required for the job. It requires a professional degree or certificate, a specific number of work experience, or a background in a specific industry. Advertising the job, therefore, initiates the employee selection process.

Reviewing the application  

After the HR specialists gather job applications, this is the time to go through the applications, resumes, and cover letters to limit the pool of candidates. Irrelevant job applications are discarded. Usually, five potential candidates are chosen for the interview against a single vacancy. A few companies issue interview call letters or emails to three candidates for each vacancy available. Being the second step of the employee selection process, it is the most important phase.

Conducting the screening interview 

If you want to keep minimum interview time and free up HR resources and management, you could go for online interviews to further narrow down the options. It could help screen out the competitors. In this process, your interview questions might include:

  • Why should we hire you?
  • What appeals to you about the company?
  • What are your salary expectations?
  • When can you join if selected?

Conducting the final interview

After initial screening, you now have fewer candidates in the pool. You could start setting up face-to-face meetings to better examine better capabilities and qualifications. At this point, you could call a group interview or stick to individual sessions. Your interaction with the candidate would reflect on their capacity to communicate and their compatibility with organizational culture. During the final interview:

  • Check the industry knowledge
  • Examine candidate’s paralanguage
  • Judge the behavior
  • Focus to reveal competencies
  • Explore candidate’s fitness for the job
  • Ask a few pressure questions

Making the final selection

By now, you have conducted the interviews. At this stage of the employee selection process, the HR managers allocate merit scores to the candidates. The final selection is made on the basis of constants and variables that pertain to human capital. The companies intimate the selected ones through emails or letters. The candidates then accept or reject the job offer accordingly.   

Inducting the new hire

The job candidate turns your employee at this stage. The staff officially welcomes the new employee. The employer affords the new hires an agreed salary package to perform a prescribed job description. The employee here signs the contract containing competent terms and conditions.

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