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Ensure that Your Employee Selection Process Can Identify the Right Candidate

This is the next most important step in effective recruitment.


Selection Criteria
The selection criteria include:

1. relevant work experience
2. special skills
3. qualifications
4. abilities
5. aptitudes
6. flexibility
7. ability and readiness to learn new things

Depending on the type of vacant jobs and seniority, you can include other criteria you consider suitable.

For example, candidates for the position of human resource manager will need good skills in recruitment, employee engagement and motivation, among other abilities.

Some organizations conduct their employee selection by adopting a strategic selection approach.

This is a selection that aims to help achieve the organization's targets by getting the best talents from the job market. These are the talents needed by the organization.

Managing the Selection Criteria
Jobs differ in many aspects. Thus, the selection criteria will also differ.

Determine which criteria are critical for the vacant job. Select five and rank them in order of importance or how critical these are to the effective performance of the job.

Use a standard format for this purpose.

Before that, you may want to know some of the methods that organizations use. These include:

1. Psychological testing
2. You use this to assess applicants' characteristics, whether behavioral or attitudinal
3. Psychometric test to find out about a candidate's state of independent thinking, teamwork and cooperativeness
4. Aptitude test to determine applicant's potential and learning skills
5. Personal interviews
This is the most common method used. This is not reliable if not done properly.
6. Assessment of group problem solving skill

Employee Selection Process
You may have an effective selection procedure. However, this can get outdated or it becomes unsuitable due to changes in circumstances.

You can improve the process by:

• checking out whether you can make use of research findings on the subject
• improving your recruitment procedure
• following a strict plan when conducting the selection

The selection process does not end until you are really sure that you have done all the right things right.

If you find that you need to interview an applicant for a second time, do so without delay.

Go through the data one more time with other members of the interview panel. Select the top two candidates, prepare your report and submit with recommendation to the hiring authority for decision. In many cases, this is the Chief Executive Officer.

Ineffective Employee Selection
A poor selection method will give you ineffective employees. If any of these employees will hold a senior position, he or she will perpetuate the undesirable practice.

Try to eliminate or minimize the possibility of a poor employee selection from happening.

Review your recruitment policy particularly the selection policy and procedure. And ensure that you have clearly defined recruitment and selection goals aligned to the objectives of your organization.

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