Employee Selection Process Must Identify the Right Candidate




Employee selection is an important HR activity. Carry out the selection as soon as the interview is completed. You may do this after a second interview if you are going to conduct one.

The job interviews are intended to determine which job applicant is the right or the best candidate for the job.

This is the next most important step in recruitment.

Selection Criteria

The selection criteria include:

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

Depending on the type of vacant jobs and seniority, you can include other criteria you consider suitable such as the ability to lead teams, inter and intra communication skills, and decision making skills.

For example, candidates for the position of human resource manager will need effective skills in organizing HR activities, selection of the right job candidates, employee engagement and motivation, among many others.

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. You use this to assess applicants' characteristics, whether behavioral or attitudinal.
  2. Psychometric test to find out about a candidate's state of independent thinking, teamwork and cooperativeness.
  3. Aptitude test to determine applicant's potential and learning skills.
  4. Personal interviews. This is the most common method used but is not reliable if not done properly.
  5. 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 However, this can get outdated or it becomes unsuitable due to changes in circumstances.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:

  • determining 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.

Risk of Selecting Unproductive Employees

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. Performance and productivity of your organization will suffer.

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

Review your recruitment policy particularly the selection policy and procedure. Select the right people to sit in the interview panel. Some panel members may pose problems instead of contributing to the task of selecting the best candidate. For example, self-interest may come into play. External parties may pressure the panel into selecting a certain individual.

Ensure recruitment and selection goals are aligned to the objectives, mission and vision of your organization.





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