What is the recruitment selection process?

Answer 1

The selection process refers to the steps involved in choosing someone who has the right qualifications to fill a current or future job opening. It’s a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. One tool which can help HR’s to reduce their work by automating a lot of things is HireXpert, the product of TalentXpert.

Answer 2

The recruitment and selection process is about finding and hiring the right person for the job. It involves everything from how a company communicates that they are hiring such as using external recruiters (head hunters), posting the position on a recruiting website such as Monster Jobs, posting hiring signs for public view, and so forth. Selection is the process of conducting interviews, tests, simulations, etc and then choosing the proper candidate for the position.

Answer 3

Step 1 - Preparation

• The need for the position was considered
• The possibility of job redesign was examined
• An up-to-date position description was available
• The position description adequately supported the selection process

Step 2 - The Selection Committee

• At least one member was trained in Staff Selection
• The selection process gave a high priority to achieving a timely resolution
• All information relevant to the selection process was kept confidential
• Equal opportunity issues were drawn to the attention of members
• All members were involved at all stages of the selection process
• The committee was appropriately constructed in terms of membership
• Gender balance was achieved
• The same core questions were asked of each applicant
• Provision of feedback for unsuccessful applicants was arranged and carried out
• All information used in the selection process was returned to the convenor
• The principles of merit based selection were applied at all times
• A clear process for reaching a decision existed
• Each applicant was objectively and impartially assessed against the selection criteria
• The same panel members were retained throughout the selection process

Step 3 - Selection CriteriaThe selection criteria:

• proved assessable/verifiable during the selection process
• were kept to an essential minimum
• had input from all members of the committee
• were clearly communicated to applicants
• were lawful
• were not altered once the process commenced
• were assessed in the context of written applications
• were assessed in the context of referee reports
• were assessed in the context of interview
• were not used to eliminate an "over qualified" applicant
• were derived from the position description
• were not structured to favour an "acting" appointment

Step 4 - AdvertisingThe advertisement:

• did not exceed 75 words
• contained a contact point for information
• discouraged unsuitable applicants
• attracted sufficient quality applicants
• specified a closing date
• was supported by additional information handouts

Step 5 - Shortlisting

• Shortlisting commenced after the closing date for applications
• The process involved all members of the selection committee
• The shortlist was developed against the selection criteria
• Concerns or conflicts of interest were dealt with
• The shortlist included applicants who satisfied all essential Selection criteria
• Unsuccessful applicants were notified once eliminated from consideration
• Interviews were granted on merit

Step 6 - Referees

• Referees were directed to comment against selection criteria
• Referees provided information that contributed to the selection decision
• Reports were read by all members of the selection committee
• Only information from nominated referees as opposed to "unofficial" referees was considered
• Reports were held in strictest confidence
• Applicants were advised if contact was to be initiated with referees

Step 7 - Structuring the Interview

• All committee members had input in structuring questions
• Each criterion was sufficiently covered by interview questions
• Example based questions were asked
• The interview had a structure
• A record of interview was kept
• The role of each committee member during the interview was agreed
• Interviews were held, as far as possible, on the same or successive days
• Applicants' convenience and comfort was a consideration

Step 8 - Conduct of the Interview

• The venue was fit for the purpose
• Committee members had read applicants' details
• Reception of applicants was arranged
• The committee convened 30 minutes before the first interview
• Note-taking practice was determined
• Qualifications were sighted
• Members were introduced and identifiable to applicants
• No interruptions occurred during an interview
• The convenor explained the interview structure to the applicants
• Questions of clarification were used
• Applicants were given time to ask questions

Step 9 - Reaching a Selection Decision

• A decision process was determined in advance of attempting to reach a decision
• First impressions were checked against a number of sources
• Possible "halo" effects were avoided
• Negative information was balanced against positive information
• The selection decision was not influenced by the sequence of interviews
• The selection decision was not a rushed decision
• The selection decision was not subject to pressure from the convenor

Step 10 - In Conclusion

• Applicants were given timely advice of the outcome of their application
• A committee member was delegated to offer feedback to applicants
• Committee members contributed input to feedback to be provided
• Working papers were returned to the convenor
• A good appointment resulted

Answer 4

The selection process to fill a position begins with the help wanted ad. Employers put the ad in a location to attract the type of people they want to hire. The application, interview, second interview, and then selection is the general selection process.

Answer 5

According to the article in "HR thoughtleader", "Recruitment and Selection: Wooing and hiring the right talent in "HR thoughtleader", written by John Viktorin and Lee Downs, the four steps are "Define, Attract, Interview, and Select."

Define - involves determining why you need to hire and what talent you're looking for compared to requirements of the job and how your company measures motivational fit in candidates.

Attract - How will you communicate that you are hiring or filling a position, i.e. will you recruit internally or externally, as well as will you outsource the recruiting or perform it through your current HR department.

Interview - prior to conducting the actual interview, you need to determine what selection criteria will be used in order to properly assess which candidates are the proper fit. You also need to determine what tools will be used to conduct the interview, as well as prepare and communicate the guidelines that will be used during the interview.

Select - is the process discussing the qualified candidates by consulting all involved in the decision-making process. This is where you would also conduct reference checks, provide candidates with realist job previews, and offer the job to the right person.

Another good answer can be found in this webpage. It was done by a business teacher:

http://school.jslocombe.com/canterbury/s4/unit5/Unit%205%20-%20People.doc

Answer 6

Recruitment is about searching attracting a pool of qualified applicants. Few steps are as follows:

1. Submit Recruiting Documents
2. Selection Process
3. Search Committee/Interview Panel
4. Interviewing
5. During the Interview
6. Reference Checks
7. Making Hiring Decision
8. Documentation

Once a leading candidate emerges, then company performs reference checking to validate the results of the screening efforts. This will help your startup determine if it would like to proceed with an offer of employment for the candidate.

Answer 7

The recruitment selection process is used to find the best applicant for a job. This is done by screening applications, giving interviews, and observing a practice performance.

Answer 8

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