6 Stages in the employee selection process
Once you have sourced a reasonable pool of candidates from various channels, you can define specific steps in your selection process for hiring your next employee. Various employee selection methods offer different advantages. Some streamline your hiring funnel, others seek to procure data and information of various facets about your selection criteria. These methods can be deployed in stages to make up your end-to-end candidate selection process.
Here are some stages listed in their usual order of deployment as a part of the selection process in HRM that let you shortlist and progressively eliminate candidates until you land upon the right one for the job.
Resume screening is a preliminary barrier that lets you determine if a candidate has the minimum qualifications for the job they are applying for. This is done by comparing the requirements of the role with the information provided on their resumes, such as educational background, technical skillset, professional certifications, prior experience, and other miscellaneous skills.
Screening lets you sift through a large pool of applications and only forward the qualified candidates. This way, you don’t waste time on candidates who do not clear the minimum bar. Additionally, it lets you identify happy-to-haves and record a complete picture of the applicant for further scrutiny in the later stages
The best way to proactively gather relevant information from your candidates is to have them fill out a custom application form. It lets you collect a standardized data set from all applicants, which is useful for easy reference. Furthermore, it also allows you to source key information usually not found in resumes.
Application forms serve as a complement to your preliminary screening stage. You can shortlist candidates more aggressively based on certain intangibles. For instance, where is the candidate based? Are they open to relocating? Why did they leave their past jobs? Such information reduces the chances of forwarding candidates only to discover an obvious deal-breaker down the line.
Testing is the most reliable way to determine candidates’ relevant KSAs for the roles they are applying for. They are objective and easy to deploy in bulk. This is especially useful for employee selection as it lets you rank your candidates based on various parameters that help determine their current proficiency and potential for future growth.
Testing can help you evaluate different aspects of a candidate, such as their aptitude, intelligence, technical proficiency, personality, etc. You should use a mix of tests to garner a full picture while also using them to establish a cutoff that automatically eliminates inadequate candidates.
Interviews are the crux of a candidate selection process. You get to have an unfiltered interaction with your candidates letting you determine how they come across as a potential employee. It lets you gauge their disposition, assess their non-technical skills, and suss out any red flags. They also serve as a platform to present your organization to the candidates and field any questions.
Interviews can either be one-on-one or conducted by a panel. They might be a general free-wheeling discussion or a carefully curated experience designed to ascertain a candidate’s eligibility according to pre-formulated criteria. Most candidate selection processes involve multiple interview stages with different goals and outcomes. While they are an integral part of the process, care must be exercised to keep them unbiased and relatively objective.
Medical examinations are conducted as a protocol in many industries where there are prerequisites regarding an employee’s physical health. It is also an opportunity to test for drug use as mandated by organizational policy or relevant laws. If your organization uses medical examinations for employee selection, you must ensure that you do not violate your candidates’ privacy or use these tests in a discriminatory fashion to eliminate differently-abled or special-needs candidates. There are legal repercussions for doing so.
This is the final pit stop before you bring a candidate on board as an employee. Any leftover procedures such as checking references, verifying documents, background checks, etc., are to be taken care of at this stage to make sure everything is in order before a formal offer of employment is made.