Advanced Selection Recruiting The Best In 7 Steps

First Let’s define the Selection Process

Finding and hiring the top candidates for open positions is the aim of the recruitment and selection process at organizations. There is a funnel structure to this procedure. Consider that you are looking to fill a position since your current employee chose to accept a different offer. You must locate an alternative. You receive 50 applications for the job. Five of them are chosen for interviews, and one is ultimately given the job offer.  Candidates proceed through a range of processes during the HRM selection process. There are typically seven steps in a funnel. Of course, not every contender advances to the next round. Let's go over each of these steps individually: 

• Application: Depending on the size of the firm, the type of employment, the industry, the effectiveness of your sourcing strategy, and employer brand, the number of applications might range from zero to thousands. Internal variables also have a big impact. But your job advertisement also has an impact on the quantity and caliber of applications. A job advertisement's writing style, specifically how informative, interesting, and inclusive it is, has a direct bearing on the candidates it draws in. Always put your application process through its paces to see where your applicants might struggle. This way, you can ensure that your application runs smoothly.
• Screening & pre-selection: The initial screening of candidates is the second step in the recruitment and selection process. This second phase's goal is to narrow the pool of candidates from a large group to a manageable group of 3-10 people who can be interviewed. This can happen in a variety of ways.

• Resume screening: The most well-known method is resume or CV screening. Resume screening assists in determining whether candidates meet the job requirements.
• Phone screening/chatbot: Following the resume screening, a phone (or video) screening is often conducted. This helps to align the expectations of the candidate and the employer. Following the screening of resumes, the recruiter may ask candidates any questions they may have.
• Pre-selection or pre-employment assessments: Pre-selection is an effective screening method for weeding out potential mismatches. Dedicated pre-selection tools offer assessments such as cognitive testing, job simulations, and other tests that aid in predicting the quality of the new hire.

• Interview: The job interview is the most well-known and visible step in the candidate selection process funnel. A job interview entails the candidate being interviewed by their direct manager or a recruiter (or both) to determine their suitability for the role. The interview provides information about a person's verbal fluency and sociability. It also gives you the opportunity to ask the candidate questions about the job and to sell the position to the candidate. Interview evaluation Aside from having standardized questions, the STAR method is a common method used in interviews. This method provides a structured approach to obtaining information from the candidate. The acronym STAR stands for:

• Situation. Request that the candidate describe the situation.
• Task. What was the candidate attempting to achieve?
• Action. Inquire about the candidate's actions to make the best of a bad situation and complete their task.
• Result. Ask the candidate to describe the outcome of the action and what they learned.

• Assessment: A General Mental Ability (GMA) test (also known as an IQ test) and a Five-Factor Model of Personality test are two common assessments. Faster learning and higher top performance are associated with higher IQ. When it comes to personality, conscientious candidates outperform others. Conscientious candidates are often described as hardworking, dutiful, achievement-oriented, and detail-oriented.
• References and background check: Reference checks confirm the veracity of what a candidate has told you and your impressions of them. Request references from the candidate and follow up on them. If you have any doubts about a particular competency or skill during the interview, the reference check is an excellent way to gather more information from a different perspective. Background checks are commonly used in government departments and other jobs that require access to highly confidential information, such as those in healthcare. Countries such as the United States, for example, conduct more reference checks than most European countries.
• Decision: To ensure that your hiring process is as fair as possible, you should use a data-driven approach. In practice, this refers to pre-defined criteria against which each candidate is evaluated during the selection process. The best candidate is then chosen and offered a position. The hiring manager usually makes the final decision. It may also include suggestions from other managers and colleagues.
• Job offer & contract: At this point, the organization should have all of the information necessary for the candidate to say yes. This information should have been gleaned from the various screenings (if applicable) and job interviews. The candidate is then made an offer. You draft a contract and have both parties sign it if they accept the offer. The selection process is not complete until all parties sign the employment contract.

If you feel like you need to develop yourself in this field, you can check our Advanced Selection training programs