Selection Process in Recruitment

Let’s be realistic, locating and choosing a candidate for a job isn’t as simple as it may appear. You don’t just go through the list of possibilities and conclude, “Hmm, that individual should be fine.”

Instead, you must go through a lengthy process to reach the final stage of the employee selection process in recruitment, which includes everything from writing a job announcement to conducting interviews, conducting background checks, and writing the final offer letter, among other things.

If you’re interested in specific employee selection process steps, here are eight types of the selection process in HRM:

What components are included in the selection process?

1.Make an application

From the recruiting team’s perspective, the application phase of the selection process in recruitment can appear to be passive — you simply wait for candidates to respond to your job ad. Applications, on the other hand, may and should be used as selection tools, allowing you to categorize people as qualified or unqualified.

You may include two or three questions that are related to the job. In order to apply, candidates must answer these questions. Consider the following examples:

  • Describe your Excel experience in a few words.
  • What’s the difference between journalism and content marketing?
  • Is it lawful for you to work in the United Kingdom?

Some of these questions may only require yes/no replies, with the erroneous answer rejecting a candidate instantly. This is something that may be readily accomplished with the help of recruitment software.

2.Restart the screening process

You now have a collection of resumes or CVs to sift through and filter those considered eligible for a screening call after the application portion of the employee selection process in recruitment is complete. What you’ll need to do now is sift through each resume one by one, either manually or with the help of tools, to find the best applicants.

For a single position, there may be hundreds, if not thousands, of candidates. Filtering resumes can be done in a variety of ways:

  • Background information 
  • Resume format 
  • Cover letter 
  • Unconscious bias

3.Make a screening phone call

The screening call, often known as a phone screen, is one of the first stages of the selection process in recruitment, during which the recruiter shortlists candidates. The goal of this conversation is to see if the candidate is sincerely interested in the position and (at the very least) minimally qualified to execute it well.

Make a phone interview appointment

The email you send to prospects to schedule a screening call is crucial because it may be your first contact with them. As a result, this is your opportunity to set the tone for your relationship with that candidate and, who knows, potential employee.

Make sure to plan ahead of time

You might find screening calls challenging to manage without being able to view candidates face to face and connect with them or judge their body language, and with the added challenges of occasional bad signal or background noise. Before you begin the selection process in recruitment, be sure you know exactly what you’re searching for and what you want to discover about each candidate, as well as what information you want to transmit.

  • Make a list of your requirements.
  • Examine the resumes of potential candidates.
  • Check to see if you can answer basic questions.

Inquire about the candidate and pay attention to what they have to say. Check to see if their attitude is appropriate for your firm and if their responses are satisfactory. Keep an eye out for replies that don’t seem genuine or that contradict their resume or application.

4.Take the assessment test

You’ll want to look at the surviving candidates and assess their potential to accomplish the job you’re wanting to fill after you’ve screened them and classified them into “promising,” “maybe,” and “disqualified” groups. 

  • An in-person audition for an acting role, a sales job in which you ask the candidate to pitch you a product, or a culinary job in which you ask them to make something for you on the spot.
  • A written or online aptitude, personality, intellect, or other exams.
  • A practical skills test to assess a candidate’s typing speed, data entry skills, memory, and other talents.

5.Face-to-face interviews

You’ve vetted candidates, appraised their talents, assessed their abilities, and established a shortlist of the most qualified individuals. It’s finally time to meet those promising candidates in person and decide who will be your new job. To be more explicit, you should be ready to:

  • A set of job-related questions to determine how effectively candidates can handle routine tasks.
  • Questions about cultural fit that can help you identify candidates who are more likely to prosper in your workplace.
  • Provide all necessary information to candidates.

6.Checks on your background

Background checks ensure that your finalists are trustworthy and do not pose a threat to your business. Employers may undertake pre-employment checks, for example, to ensure that candidates have not lied on their résumé or are not already using illegal drugs. There are various different sorts of background checks, including:

  • Credit reports
  • Criminal records
  • Verification reports 
  • Driving records (e.g. identity, education, work history, social security number, national insurance number, etc.)
  • Drug screenings

These checks are especially beneficial throughout the selection process in recruitment when there is a high danger of hiring someone who is unfit for the position.

7.Checking references

You might want to collect some references for your best applicants during the final phases of the selection process in recruitment. You’ll get input on their performance from people they’ve really worked with in the past, such as former managers, colleagues, business partners, and clients, in this method.

You’ll do the following during reference checks:

  • Learn how candidates use their skills on the job 
  • Discover potential weaknesses or lack of practical experience 
  • Confirm what candidates have already told you (e.g., about the time of employment and previous job responsibilities) 
  • Learn how candidates act in the workplace (e.g., if they’re punctual, if they give good feedback, etc.).

Keep a lookout for red signs when getting references. You should also take into account any unfavorable feedback you receive that suggests they aren’t as qualified or trustworthy as they appear.

8.Job offer and decision

Congratulations! You’ve finally identified your ideal candidate after a succession of well-organized selection processes for new hires. It’s now time to inform them that you’ve offered them a job at your organization. The job offer procedure is crucial; if done correctly, you’ll be able to welcome your new employee into the office in no time. However, if you overlook something, you risk losing a terrific prospect and having to restart the steps in the recruitment and selection process from scratch.

Here are a few pointers to help you speed up the job offer approval process:

  • Early on in the hiring process, talk about the terms of employment.
  • Make a non-binding verbal offer
  • Make use of a template for a job offer letter.
  • Communicate with HR, Finance, and the CEO.

Selection criteria for Hiring Employees

Each firm and organization is peculiar to her choice of selection criteria, depending on so many factors that surround the working conditions. Here are is a list of criteria most organizations check-in overall before hiring a worker.

  1. Experience
  2. Potential
  3. Soft skills
  4. Hard skills
  5. Cultural fit
  6. Personality 
  7. loyalty

You can click here to read up how long to wait after a job interview for a job offer or you might also want to read on how to find yourself a recruiter to find you a job.

Conclusion

When a candidate accepts a job offer, the selection process in recruitment is complete. So, what’s next? It’s time to start planning for the arrival of your new employee. To ensure a seamless onboarding, send them a welcome email to get them enthusiastic and organize their first day. However, don’t forget to let rejected candidates know they didn’t receive the job; not only are they possible employees for future positions, but a great candidate experience will do wonders for your employer brand.