8 PHASES OF THE SELECTION PROCESS  FOR RECRUITING EMPLOYEES

8 PHASES OF THE SELECTION PROCESS  FOR RECRUITING EMPLOYEES

What is recruitment?

The process of finding, vetting, shortlisting, and employing potential resources to fill open jobs in a company is known as recruitment. It serves as a fundamental part of human resource management. The act of selecting the best candidate for a position at the ideal time is known as recruitment. In order to fill the organization’s resource needs, the process of attracting, choosing, and appointing potential applicants is referred to as recruitment. Candidates may be hired either internally, that is, from within the organisation, or from outside sources. Additionally, the procedure must be both cost- and time-effectively completed. Various employees are in charge of recruiting, depending on the size of the company. While some smaller firms may have one recruiter, larger organisations may have full teams of recruiters. The hiring manager may be in charge of recruiting small businesses. Additionally, a lot of businesses contract out their hiring to outside businesses. Companies virtually always use adverts, job boards, social networking sites, and other methods to find people for open positions. To find outstanding applicants more quickly and effectively, many businesses use recruiting software. Whatever the case, recruitment frequently collaborates with or forms a component of human resources.

What do we mean by the selection process?

The process of choosing and shortlisting the best applicants with the required credentials and skill set to fill open positions in an organisation is known as the selection process. Industry, company, and even departments within the same company all have different selection procedures. Basically, It’s the procedure a hiring team uses with a job applicant to provide them with all the data they require to make a hiring decision. It includes actions like the screening call, the in-person interview, the background check, and finally the actual job offer. You will learn everything you need to know from this manual to create a successful selecting procedure for your business.

Well generally, people use recruitment and selection interchangeably. But if I go in technical terms, there is a huge difference between the recruitment and selection process. Recruitment is done prior to the selection process. In recruitment, we basically advertise for job openings and get the maximum number of forms to fill out from the candidate. It can be defined as an activity of establishing contact between employers and applicants. Whereas, the selection is the process of picking up more competent and suitable candidates from the pool of candidates who filled out the form at the recruiting stage. Recruitment encourages many candidates for a job and selection is mainly concerned with rejecting unsuitable candidates. Recruitment is a positive process as it invites a pool of candidates but the selection is a negative process as it deals with rejecting unsuitable candidates.

choosing a candidate for a job isn’t as simple as it may seem at first. You don’t simply scan the list of applicants and conclude, “Hmm, that individual will be fine,” Instead, there are many phases that must be completed before you can reach the final stage of the hiring process. These steps include developing a hiring plan, writing a job advertisement, conducting interviews, running background checks, and sending the final offer letter, among many others. If you’re like most employers, human resources professionals, or recruiters, you probably don’t have the time to get into the specifics of the hiring procedure. There is something here to meet your needs: a quick step-by-step guide to follow for your recruitment and selection process so you can get that new star candidate on your team. Whether you want to hire an intern for your business, fill positions in your rapidly expanding startup, build out your sales team, or grow your employee base tenfold, there is something here to meet your needs.

Till here I believe that you are clear with the basics of the blog. It is very important to have good knowledge of the basics of any topic you are reading. This would make your task easy to understand the main topic of the blog. Now let us start with our main topic i.e  8 phases of the selection process  for recruiting employees

Steps Of the Selection Process

• APPLICATION –

The recruiting team may view the application stage of the hiring process as being passive because all you have to do is wait for applicants to respond to your job post. Applications may, and should, be used as screening tools to help you categorise people as qualified or not. Why can’t you do this? Starting points include gamification and qualifying questions.

Qualifying questions – At the time of the application, you should also list a certain question. This would help you with the unsuitable candidates. Those whose answers are not up to the mark should be rejected. The question asked should be basic enough. You can ask about the field you are hiring for. For example, if you are hiring an HR intern you can ask the question as

Do you have a laptop or a pc?

Do you have a wifi connection?

Do you have any prior experience in HR?

Why should we hire you?

How is a human resource important to the company?

What is recruitment?

These questions will help you to judge the knowledge of an individual. The erroneous response to some of these questions could automatically disqualify a candidate; this is something that can also be done with ease using recruitment software. Of course, only a skill set that is an absolute necessity should be automatically disqualified. For instance, “Do you have 5+ years of design experience?” could be a disqualifying question when hiring a human resources manager.

Gamification- Although gamifying your hiring process is not a new concept, you may now use gamification tools more successfully thanks to technological advancements. Consider inviting less experienced individuals and those coming from various backgrounds to play online or offline games, particularly during the application period. This is because, despite potentially being the best prospects for a position, fresh graduates or candidates who have changed careers won’t have much relevant experience to highlight in their resumes. When you’re attempting to assess them based on their application, this can be an issue. By employing gamified assessment techniques at that point, you may narrow down potential hires and give your hiring staff a greater chance of speaking with a smaller pool of highly qualified candidates. When you discover that the bulk of applicants who satisfy your needed background originates from a specific subset or demographic, this also gives you the chance to diversify your applicant pool.

• RESUME SCREENING-

Resume screening is the process of determining if a candidate meets the qualifications for a position by comparing the information on their resumes—such as their education, skills, certifications, experience, and achievements—with the needs of the position. Particularly in situations where there are a lot of applications, resume screening is essential to determining whether an applicant advances to the next step of the recruiting process or not.  Even today, screening resumes is one of the most time-consuming tasks for a recruiter. The quantity of resumes influences time, which in turn has an indirect impact on hiring quality. In other words, when buried behind a mountain of resumes during a time of high-volume recruitment-

• Recruiters could end their search once they identify a potential candidate rather than going through the complete stack, therefore you might or might not get the best candidates available. Instead, you simply land the first ones you discover that are appropriate.)
• While the top applicants go on, recruiters may spend days wading through a sea of resumes. A qualified applicant is typically on the market for employment for ten days.
• Because it’s difficult to know through a quick resume screening whether a candidate will stay with the organisation or be successful in their career, etc., recruiters may find it extremely challenging to screen for quality. Instead, time will be spent merely searching for the absolute necessities.

There are several methods for filtering resumes:

Background check- An examination of a person’s financial, employment, criminal, and/or commercial history constitutes an employee background check. On job candidates, many employers run background checks. Some employers verify an employee’s background after they’ve employed them. However, if the employer is merely making enquiries on their own (as opposed to obtaining a report from another business), they are not required by law to obtain your permission. For instance, they do not need your permission to contact your old employer. If they make use of a third-party employment screening company, they merely have to let you know. A background check might be as basic as verifying your Social Security number or as extensive as looking into your past. Your work history, credit, driving history, criminal history, vehicle registration, court records, compensation, bankruptcy, medical history, references, property ownership, drug test results, military history, and information about sex offenders are just a few examples of the information an employer might check. Employers may also interview your friends, neighbours, and other members of your personal network as part of a character check.

Cover letter- The cover letter of an application provides you with an insight into who they are and what they can bring to the position, much like the resume does. You want to see concise, intelligent writing that makes it obvious what the applicant can contribute to the role. Does the applicant:

• elucidate how their qualifications and experience relate to the post for which they are applying.
• demonstrate their understanding of your business’s objectives and how they can help?
• Write in a polished, error-free style that displays their capacity for email and other forms of communication.

• CALL SCREENING – Call screening is a real-time technique for analysing a call’s characteristics to decide whether or not to answer it. The call is automatically terminated if it is a spam or robocall. Calls can be answered or answered with an automated message if it’s a real person. So call screening is one of the most important stage of the selection process. It can be called as a primary interview. Well in call screening it is not important that interview should be done by the HR manager only, an HR intern can also make the initiative to do it. And in this process whoever he likes as a candidate can schedule an interview with the HR manager or can send him/her in the next round. First HR needs to schedule a phone screen. Send an email or message to schedule an interview. In this situation, you need to be direct, upbeat, and professional-looking. In order to get to know the applicant better and provide them with information about the position, thank them for applying for your available position and then ask if they’d like to chat with you. Be succinct and to the point. You should be well prepared beforehand. You should be clear about what skills you require for the job. There should be no biasness. You should read his/her resume beforehand to avoid unnecessary questions. Try and judge the body language of the individual. See his/her passion for the job. You should also provide a brief about the company, its working, payments etc.

• ASSESSMENT TEST- Candidates should be further evaluated for their suitability for the position you’re attempting to fill after being screened and divided into “promising,” “maybe,” and “disqualified” groups. These evaluations can occur during the selection process in a variety of ways, including:
• An in-person interview for a role in acting, a sales position where you ask the applicant to present you with a product, or a kitchen post where you ask them to prepare a meal for you right away.
• A written or online test that measures things like intelligence, personality, and aptitude.
• An assessment of a candidate’s practical skills, such as typing speed, data entry prowess, memory, etc.

The test should consist of depth questions about the job. For example, the job is of digital marketing executive, the HR manager should provide a task to the candidate related to SEO, social media marketing etc. if somebody gave a task and his task is ok but not up to the mark, but has passion towards the job, he/she must be pushed forward to the next round. The company can train him/her and make them efficient. Also, he will add more value than a non-passionate person.

• INTERVIEW- Now that you have screened applicants, appraised their qualifications, and shortlisted the most qualified individuals, you are well into the selection process. It’s finally time to set up in-person interviews with those deserving prospects and choose who will be your newest employee. A good interview will enable you to compare and analyse individuals’ qualifications objectively, which will improve your hiring decisions. However, there is more to do than just conduct the interview. To ensure that you ask all the pertinent questions, you must prepare both yourself and the entire hiring team.

a set of questions that pertain to the job and gauge applicants’ capacity for handling typical duties. You can inquire about a variety of things, including:

• role-specific inquiries to gauge the expertise of candidates
• Soft skills test to find candidates that are strong in person as well as on paper
• Situational inquiries are used to ascertain how applicants will respond to various difficulties and events that might emerge on the job.
• behavioural inquiries to learn how applicants have previously handled difficulties at work

• PERFORMANCE REVIEW- Employee effectiveness is assessed through the performance review process. Managers apply a variety of performance evaluation techniques to learn more about the strengths and shortcomings of their employees as well as their goals. The Human Resource staff can be evaluated in addition to managers, if necessary. This also includes reviewing the task given to the candidate. After this review, the company decides about the training and development of the candidate. In this stage, many candidates are rejected. And the left candidates are almost on the verge to get hired.

• TRAINING AND DEVELOPMENT- Simply said, training and development in HRM is a planned procedure for developing a person’s knowledge and abilities to execute a specific job. It is a process of learning that involves developing new abilities and attitudes. Learning never stops, thus training is a constant process. The goal of training is to enhance present performance and change people’s behaviour so they can do their jobs more effectively. The growth of personnel in all areas, including education, learning, and training, is referred to as development. The employees’ level of development is higher, which worries the senior management.

• DECISION AND JOB OFFER- Congratulations! You’ve found your ideal candidate after several efficient selection procedures for hiring new personnel. Now is the time to inform them that you are giving them a job at your business. If the job offer procedure is handled properly, you’ll soon be able to welcome your new employee to the workplace. However, if you overlook something, you risk losing a top applicant and having to restart the hiring process from scratch.