The Human Resource Selection Process is one of the key steps in creating great organisations. Hiring someone to fill a vacancy is not about filling a vacancy. It is about filling a vacancy with someone who believes in the company’s values and goals. The selection process is important and should, therefore, be strategic. Standardised & a formal process that aligns with the overall HR policies.
This blog will outline each step of the Human Resource Selection Process for you. To be able to understand what it is and implement it into your organisation.
What is the Human Resource Selection Process?
The Human Resource Selection Process is, at its most basic form. The process the HR department takes to identify, screen, and hire the best candidate for a role. Once a candidate has been recruited, gone through the recruitment process, and shortlisted.
Why is the Selection Process important?
Without having a formalised recruitment process. You are guaranteed to have inconsistent hiring. And may even have biased hiring.
- It assists with organisational fit.
- It assists with reducing turnover.
- It usually increases productivity.
- It assists with building a talented workforce.
- It usually encourages the retention of employees.
It is clear to see that the HR selection process will affect every part of the organisation, from performance to culture.
The Human Resource Selection Process
Now that we have identified the key steps in the Human Resource Selection Process, it is time to work through the steps:
- Job Analysis and Job Description
Required skills and qualifications.
- Application Screening
To find and filter resumes that best align with the key criteria. Listed in the job description. You could also use applicant screening technology, known as resume filtering tools.
- Initial Interview (Phone or Video Chat)
This step provides the recruiter with an understanding. Whether or not the candidate has the basic qualifications, communication skills, and level of interest.
The initial interview is relatively short, but an important step in the overall candidate review process.
- Aptitude or Skills Test
In some technical jobs, a coding test may be a requirement of the job application process. For other roles such as advertising and content creation, candidates may be given writing samples or assignments.
- Final Interviews (Human Resources and Technical)
In this step, a candidate may finally have their detailed interviews, technical and behavioural; HR managers could discover whether or not the candidate fits the values and culture of the company.
- Reference and Background Checks
Prior to extending a final offer, HR will verify the information provided about previous employment, education, and criminal checks (when necessary), allowing the organization to reduce its risk in hiring the wrong candidate.
- Job Offer and Onboarding
After acceptance of the letter, the HR onboarding process will begin, and educate the new employee about the company systems, teams, and policies.
Challenges Present in the Selection Process
Despite all of the effort organizations put into having structured protocols, many challenges do exist in the Human Resource Selection Process:
- High number of unqualified applicants
- Delayed response to applicants
- Improper communication with candidates
- Bias or lack of objectivity
- Limited number of tools leveraging data
For organizations to overcome these challenges, HR professionals will need to remain on the cusp of what is happening in the industry while leveraging technology when available.
How do you make the Human Resource Selection Process better?
Better begins with awareness, and below are ways to help streamline selection processes for your HR team.
- Use concise and inclusive job descriptions
- Use a structured interview
- Use a progressive ATS tool
- Train interview to reduce unconscious bias
- Get feedback from candidates after their interviews
The above steps and small changes can produce better hiring decisions.
Technology’s Contribution to the Selection Process
Because AI and automation are new facets of the HR selection process, HR is continuously evolving. A few of the tech tools that enhance efficiency are:
- AI-based resume screening programs
- Video interviewing platforms
- Online assessment tools
- Recruitment analytical dashboards
Besides the fact that these tools save time, they also facilitate objective decision-making.
The Significance of Cultural Fit in the Selection Process
Why Cultural Fit Matters:
- Increases employee engagement
- Increases employee team collaboration
- Decreases turnover
- Increases overall job satisfaction
HR professionals can develop questions to ask in interviews to assess a candidate’s attitude, work style, and core values.
In addition, if behavioral interviews are used, HR can understand how candidates behave in real work scenarios, providing further indication of cultural fit.
Conclusion
In conclusion, a well-defined Human Resource Selection Process is important for building a strong and effective workforce. By assessing not only technical skills but also a candidate’s personality and cultural alignment, human resource professionals can become more strategic in their hiring decisions. After all, a good selection process is not just about filling a position, it is about solidifying the future of the organisation.
FAQs
Q1. What is recruitment & selection? State the difference between the two.
Recruitment offers potential candidates, while selection uses the applicants to choose the best candidate.
Q2. Generally, who is responsible for the whole process?
Usually, the human resources department will lead it. But the human resource department will work with the managers of the teams.
Q3. If I get rejected once, can I not apply further?
Yes, unless your company has a restricted period to reapply. (for example, 6 months).
Q4. What is the biggest mishap in selection?
Rushing the decision process without going through a structured selection process or not doing a thorough background check.
Q5. Do I need to do multiple interview rounds?
Not necessarily, but interviewing in rounds will allow for multiple individuals or references. To give their individual opinions before forming their collective stamp of approval in the HR process.