9 Steps of a Constructive Selection Process: HR Manager Must Know

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Steps of a selection process is very constructive for its success. Selection process is a complicated process and also HR department’s activity to employ a right person in the right area in right time. Selection is the mostly precious process of selecting individuals with the required qualifications who are much competent to fill vacancies available within the company. HR managers may play a vital role in this stage if he or she is well aware about the overall process structure.  You should have to keep in mind that there is no shortcut way of accurate assessment of a candidate. So, hiring process is mostly complicated.

The key steps of a selection process as below:

Step 1: Conduction of Preliminary Interview

The ultimate purpose of this step of 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:

Structured Interview

In most selection process 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. This ensures that the answers are reliably accumulated, enabling reliable comparisons between sample subgroups or between different survey periods for actual result. 

Unstructured Interview

In selection process, this type of interview is performed without any structured questionnaire and planning. Here the questions are not pre-arranged, its allowing spontaneity and developing them during the course of the interview and thus recruiters can do any reliable comparison between candidates.

Behavioral Interview

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, company wants to know the reaction of a candidate in certain circumstances question situations. 

Stressful Interview

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 job types and interest of the company. Ultimate purpose of these test is to determine the candidate’s skill, aptitude and personality for the job. This step of the selection process is treated as critical.

  1. Ability Test: Recruiters determine the skills of the candidates through ability test to know how an individual can perform work-related tasks effectively. 
  2. Aptitude Test: The aptitude test helps recruiters to determine a person’s potentiality to learn in a particular area. 
  3. Personality Test: Personality test broadly used to measure an employee’s motivation, predicting their functionality in a particular work environment or job. 
  4. Interest Test: Interest test is generally used to measure an individual’s preferences for certain activities or tasks. 
  5. Polygraph Test: Polygraph test is designed to ensure accuracy of information determined in applications and its very necessary. 
  6. Graphology Test: Graphology test is mainly designed to analyze an individual’s handwriting.

Step 3: Conduction of Job Interview

In selection process, job interview is considered as 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 process and recruiter can choose as per their requirements.

Step 4: Checking of Reference

Employers checks 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 have 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 selection process as required information is gathered form the previous steps.  Here 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 registered physician to know the physical capability of a candidate to perform jobs of certain working condition. Determining if the applicant is physically fit to perform the job is not required for all types of job. Physician provides a fitness certificate after completing physical examination. This protects recruiters from possible claims for compensation from employees which was already present when he was hired. 

Step 7: Offering of Job

Obtaining information from the preceding steps of selection process, the decision has to be made in conjunction with the department managers and some cases top management.

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

Employment contract is 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, HR department has to play a role for completing employment contact as per their format.

Step 9: Completing of Selection Process

Selection process does not end with contract execution only. There is another step which is mostly opposing to common perception to give feedback to unselected candidates in a gentle manner. 

HR manager should follow these steps of selection process for successful completing a wonderful and efficient recruitment process. If above steps are not followed properly, wrong selection may occur and it will not bring any benefits for the organization.


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