What is an employee selection process?
The employee selection process is the method of matching candidates to a job description or job requirements. It usually involves several steps, and a candidate should complete every level successfully.
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What are the different steps in the employee qualification process?
The employee selection process usually involves the following steps:
Job Advertisement creation: The primary purpose of the job ad is to inform potential candidates that there is a position open in your organization and encourage them to apply for it.
Candidate application: This is the process of applying for the job.
Resume filtering or screening: Is the process of shorting CVs and rejecting candidates that don’t meet the minimum role requirements
Virtual interview: This is an interview via phone or video conference where the employer and the employee interact for the first time in a virtual live environment.
Employee assessment tests: This is the process of evaluating candidates skills using a test.
Candidate shortlisting: The process of shortlisting candidates for an additional interview.
Face to face or second round interview: The most important part of the employee selection process is the face to face interview.
Background checks: Is the process of verifying a candidates information provided during the application process (criminal records, education, qualifications)
Reference checks: The process of contacting previous employers to check the candidate’s information provided during the application process.
Decision: The process of deciding who is the right candidate for the job.
Job offer: Making a job offer to the selected candidate(s).
New employee onboarding: The process of onboarding a new hire.
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Great ideas to create an effective employee selection process
1. Create a tailored job description for your candidate persona.
You want to receive applications from the best candidates possible. Therefore your job description should be engaging and accurate. You should include information about the company, values, and vision with the job requirements. The job description should also highlight the key employer benefits and application instructions.
2. Automate the candidate application process.
It is essential to have an automated process in place to gather CVs, cover letters, and other candidate documents. Using a modern applicant tracking system will help you manage the applications and put all the documents in order.
3. Maintain clear communication channels with all applicants.
Successful and unsuccessful candidates should be notified in line with your timelines. The applicants should not feel ignored, given that they took the time to complete your application.
4. Look for achievements when screening CVs
When reviewing CVs, look for results. You want to focus on candidates that can demonstrate how they achieved their goals and can back it up with results.
5. Make sure that your communication channels work before the phone interview.
The chosen communication channel for the phone interview should work from both sides. It is best to ask the candidate to do a comms test ahead of the meeting to ensure both parties can hear each other. It sounds simple, but in many cases, there are connection issues from both sides resulting in stressful situations.
6. Utilize scientifically validated assessment tests.
Based on solid scientific background, many pre-hire assessment tools have emerged. These tests measure cognitive skills, numerical, verbal, problem solving, and attention to detail. They will tell you a lot about the candidate’s personality, and the results will help you make an informed decision when shortlisting candidates for a face to face interview.
7. Use structured interview questions for the primary interview
Before the face to face interview, prepare a list of interview questions that cover the job requirements, company work style, and values. Running a structured interview has many benefits; it allows you to manage your time better, reduces bias, and you can evaluate all employees utilizing the same set of questions. This way, you measure every employee with the same criteria.
8. Have a robust reference checking process in place
A reference from a past employer will give you a unique insight into the candidate’s previous work experience and behaviors within the workplace. Hiring managers often don’t pay enough attention to references resulting in issues following hiring.
9. The employee selection process should link with the onboarding process.
In many organizations, the onboarding process is separate to the hiring process, that is a mistake. During the employee selection process a lot of information about the employee is gathered, this information should be with the person responsible for the employee onboarding as it will help get the new hire up to speed faster. For example, a candidate may lack a skill, and more time on this particular skill should be dedicated during the onboarding.
10. Measure new hire performance frequently and compare it to the candidate’s interview scores.
By comparing a new hire’s performance to the interview performance, you will be able to understand how effective your employee selection process is. If a new hire is performing poorly, it means you have not selected the right candidate for the job.
There you have it, ten ideas to improve your employee selection process and hire the right talent.