Process of Selection

Every business undertakes a ‘staffing’ activity to hire the appropriate workforce staff. Then, they follow a ‘selection’ process to filter all the applications and hire the best employee(s) for the required job positions. The selection process consists of selection steps designed by an authority to determine the perfect candidate from applications. However, a candidate who excels in all the selection rounds is ideal for a position. Moreover, they use many employment tests to determine the culture and aspects of an employee other than skills. 

Process of selection: 

The selection of suitable candidates is the core part of staffing. However, the selection process holds equal importance to any other business activity. The selection process is recruiting the candidates as per the job role while accounting for all the necessary aspects. Before moving further, have a look at first what recruitment is.

Recruitment 

The information about a vacancy in any essential position is spread through word of mouth, social channels, and advertisements. The purpose of recruitment is to attract as many applications as possible while mentioning all the vital requirements to filter the target candidates. 

Steps in the selection process

As discussed, the selection is when perfect candidates are filtered, and a few candidates with perfectly fitting skill sets are shortlisted. After it, the next steps include Preliminary shortlisting, applicant screening, testing of employment, designing the interviews, landing an interview, and lastly, sending the offer to the right candidate.

Preliminary Selection

The preliminary selection can be the starting procedure to eliminate all applications that do not have the required skill sets or necessary qualifications. It is the first step towards selecting the candidates, and it saves the time of HRs or senior selectors. Again, though, it is probably done for lower levels of an organisation.

Screening of Applicants

After the first selection round, all the filtered applications are screened, and the most appropriate applicants are shortlisted. Generally, their communication and response are checked via call. Then, if the candidate fits and is ready for the selection, he’s appointed for a testing and selection interview.

Employment Tests

Any HR or selector can’t determine whether the candidate has the skills as per the submitted application. Also, it is tough to predict one’s abilities over a call. Hence, several tests are carried out, namely, intelligence, aptitude, and proficiency, where different aspects of the candidate are tested. 

• Skills assessment test

This is the essential part of the whole process of selection. The skills of candidates are tested in this step. The candidate is given a task to check to see how efficiently and innovatively they work. If a candidate passes a skill assessment, it can be said that 50% of the process of selection is done. 

• Proficiency Tests

After skill assessment, one’s proficiency in the skill or overall culture of the candidate is analysed by interviewing or, say, a questionnaire. This test checks the skill levels or experience of the candidate.

• Aptitude or cognitive ability Tests

Further, this test can be said as the last employment test; however, it can vary based on organisations. A candidate’s aptitude or, say, learning speed is tracked. How fast they fit in the ecosystem, discover a new skill, respond, and communicate are some measures that are checked in this employment test. Sometimes, candidates’ hand-eye and expressions can also predict their attitude and interest.

Selection Interview 

A final interview is carried out with all the candidates. This time, the central hiring committee directly interviews the candidate, and again, candidates are asked some questions. The primary purpose of these interviews is to gather what each candidate is expecting from the job. Expected salary, availability, or extra information such as several leaves intervals between raises are discussed.

Checking of References

The candidates’ references are checked before picking up a candidate and offering the position. In addition, all employees or networks are questioned about the candidate. In some cases, organisations may ask the candidates to give references themselves. 

Final Selection

After completing all the stages, the appropriate candidate is selected. It is the last step of selection. Finally, they are given an offer letter mentioning the starting salary, working hours, and days of the week. 

Conclusions

Above from here, we discussed all the steps of the selection process, which are carried out to determine the applicant’s ability to fit the job position. First, an individual is examined through Preliminary Interviews, Screening, and selection interviews. Also, to check the overall aspects, employment tests are undertaken, which show the employee’s skills, cognitive abilities, and nature.