The selection process is a complicated process as it has to ensure the right candidates for the right position at right time. and also the HR department’s activity is to employ the right person in the right area at the right time. So, the steps of a selection process are very precious considering the selection of the right individuals with the required qualifications. HR managers may play a vital role in this stage if he or she is well aware of the overall process structure. You should have to keep in mind that there is no shortcut way of accurate assessment of a candidate. So, the hiring process is most complicated.
Steps of a Constructive Selection Process
The important steps of a selection process can be expressed as below:
Step 1: Conduction of Preliminary Interview
The ultimate purpose of this step of the selection process is to eliminate inappropriate candidates and choosing the best one. To complete this step accurately, organizations can follow any types of interview that can be applied easily in the organization’s selection process and briefly described as below:
Most selection processes if followed by prefixed unified questions. A structured interview is a quantitative research method, usually employed in investigative research through prefixed integrated questions. The purpose of this interview is to ensure that each interview is completed with exactly the same questions for every sample or candidate.
In the selection process, this type of interview is performed without any structured questionnaire and planning. Here the questions are not pre-arranged, it allowing spontaneity and developing them during the course of the interview and thus recruiters can do any reliable comparison between candidates.
Here, evaluation is done based on the solution and approach of the applicants. Behavioral interviews are based on the ground that a person’s past performance at work is the best dictator of future performance. In this interview, the company wants to know the reaction of a candidate in certain circumstances question situations.
It is structured with a sequence of harsh and quick questions intended to upset the candidate. The purpose is to psychological evaluation and to measure the reactions and performance of the candidates under pressure and tension.
Step 2: Conduction of Selection Tests
Different types of tests can be administered depending on the job types and interests of the company. The ultimate purpose of these tests is to determine the candidate’s skill, aptitude, and personality for the job. This step of the selection process is treated as critical.
- Ability Test: Recruiters determine the skills of the candidates through ability tests to know how an individual can perform work-related tasks effectively.
- Aptitude Test: The aptitude test helps recruiters to determine a person’s potential to learn in a particular area.
- Personality Test: A personality test is broadly used to measure an employee’s motivation, predicting their functionality in a particular work environment or job.
- Interest Test: The interest test is generally used to measure an individual’s preferences for certain activities or tasks.
- Polygraph Test: A polygraph test is designed to ensure the accuracy of information determined in applications and it’s very necessary.
- Graphology Test: The graphology test is mainly designed to analyze an individual’s handwriting.
Step 3: Conduction of Job Interview
In the selection process, a job interview is considered the most important step. The job interview is one of the steps of the selection process that is nothing more than a formal and detailed conversation between the interviewer and interviewee needed to assess the acceptability of the candidate for the defined job. There are different types of job interview processes and recruiters can choose as per their requirements.
Step 4: Checking of Reference
Employers check references of the candidates for the purpose of verifying information and obtaining any additional information as the requirement. Generally, recruiters acquire information from the reporting authority of the candidate who has had prior experience with the candidate. This helps to assess the likelihood of potential success of candidates.
Step 5: Decision of Selection
This is the most critical step of the selection process as the required information is gathered from the previous steps. Here the decision is only taken for the successful candidates who have completed previous steps with good observations and reach the benchmark of the organization.
Step 6: Conducting Physical Examination
The step is generally conducted by a registered physician to know the physical capability of a candidate to perform jobs of certain working conditions. Determining if the applicant is physically fit to perform the job is not required for all types of jobs. The physician provides a fitness certificate after completing a physical examination. This protects recruiters from possible claims for compensation from employees who were already present when he was hired.
Step 7: Offering of Job
Obtaining information from the preceding steps of the selection process, the decision has to be made in conjunction with the department managers and some cases top management.
A job offer is carried out by means of a letter of commitment that usually contains a date by which the selected person must submit required documentation to the organization.
Step 8: Contract of Employment
An employment contract in the form of attestation of hiring in the organization. Once the job offer has been completed and applicants accept the job offer then some required documents must be submitted by the applicant to the employer. After getting all required documents, the HR department has to play a role in completing employment contact as per their format.
Step 9: Completing of Selection Process
The selection process does not end with contract execution only. There is another step that is mostly opposing to common perception to give feedback to unselected candidates in a gentle manner.
The HR managers should follow these steps of the selection process for successfully completing a wonderful and efficient recruitment process. If the above steps are not followed properly, a wrong selection may occur and it will not bring any benefits for the organization.