Creating a Selection Process for Hiring Employees

As much as companies want to keep their employees, it is inevitable that they will leave. Even an organization’s best talent will one day want to pursue a different path in their career. In other words, the hiring process is an event that every company goes through.

The goal of every hiring process is to employ workers who not only match the requirements sought by the company but also plan on staying for a long time. And while some may say that this cannot quite be done owing to the fact that industries are becoming more and more competitive these days, having a carefully crafted selection process for hiring employees sure helps a lot.

But if this is achievable, how can it be done? Here’s how to create a selection process for hiring employees:

Start By Notifying Human Resources

The hiring process starts with human resources and whenever you have vacancies to fill, you have to alert them about it. But it’s not as simple as that: you have to be very specific about what kind of candidate you want on your team.

Are you looking for a college graduate? Do you want someone with a several years of experience? Are you open to hiring a candidate straight out of college? Are you searching for someone with a specific set of skills? These questions and more are what you need to ponder before notifying HR of your need.

Once you get the job requirements in place and hand it to HR, they will place an ad in various platforms. Today, the local paper may still have value but a lot of job-seeking individuals mostly go online to look for employment. There are lots of avenues for posting online: job boards, the company website and even social media.

Placing notices for employment opportunities online does help in attracting a number of potential employees. Although you may end up with way more submissions than expected, having lots of options to choose from may just help you find the candidate you’re seeking.

Go Through The Reviewing Process

This is the period where you go through every resume that has been submitted in order to narrow down the field. Basically, this step is where you match the background of the candidate to the job requirements.

Some companies will specifically state in their ads that only those who meet the requirements will be considered. In some cases it makes the process a lot easier because those who don’t fit the criteria wouldn’t submit their resume. But there are occasions when they really do because they feel they have a shot, and looking carefully at their background and giving them a shot might just prove beneficial for a company. In other words, if someone doesn’t entirely fit the requirements but does show some potential, they may be worth giving a shot.

The review process is also where a decision gets made on how many candidates can a company bring in for an interview. Limits need to be set because let’s face it, it’s not only HR who will be part of the interview process and that takes time away from a person’s actual job.

Perform a Screening Process

Some companies conduct a screening process (usually using a phone interview), especially if the candidate who sent in their resume is from out of town. Doing this helps a company decide whether they should fly a potential employee for the actual interview.

Prepare For The Interview

This step involves preparing a set of questions to ask a candidate. While some companies have employed mind games to determine whether an applicant is qualified or not, that’s not always going to help. In fact, some companies have slowly been eliminating that part of their interview.

The questions you should ask a potential employee should allow you to get insight into their personality and how they work. Asking situational questions can help you determine how they will respond to various pressures they might encounter once they work for you.

Some companies even ask questions outside the scope but are somewhat related. For instance, they may ask if a candidate has played any sport because for some, that helps determine whether they can work with a team or not. Others may ask whether a candidate has done any volunteer or charity work as it lets them know whether they care passionately for something or not.

In short, prepare a variety of questions to really get to know the candidate. This way, you can gauge whether they truly are a good fit for your company.

Do The Interview

It cannot be stated enough: the interview process is very crucial. Every company has a different process. Some go for lengthy interviews where a candidate speaks to different interviewers (HR, hiring manager and maybe other employees) throughout the day. Others go on a step-by-step basis which is basically meeting with HR one day and if that goes well then they meet with the hiring manager maybe a day or two after (some even take longer). There are companies that employ a panel interview as well where everyone who needs to interview the candidate are all present in the same room.

Start The Selection Stage

This is the time where everyone who has interviewed potential applicants get together to discuss which candidates they feel would work well within their organization and be a contributor to its growth and success. When a final list has been made, it’s time to check on the references. Talking to those who know the candidate allows you to explore who they are and how they work much further.

Make a Decision

Once you’ve compared and contrasted your final candidates against each other, it’s time to make a decision. Your decision should be based on everything that has transpired during the hiring process: the face-to-face interviews, the discussion among fellow interviewers and the interview with references. All of these have given you an idea of which candidate will work well in your company.

Make An Offer

Call the candidate you selected and make them an offer. You also need to get in touch with the other candidates to inform them of the result of the recruitment process. You may also give them feedback based on the interviews.