Employee Selection Process – Criteria and Method

Employee Selection Process – Method and Purpose

What are the steps in selection process in human resource management? Why is it important? Before a company would hire an employee for a job position, an employee selection process is usually first carried out. The employee selection process entails conducting interviews and assessing applicants for a particular job position, and finally choosing an applicant best-suited for the job position based on some predetermined criteria and considerations.

Steps for Designing Your Employee Selection Process

Depending on the company hiring the employee and the particular job position, the employee selection process could be a little easy or very complicated. The process is quite challenging regardless of the skill of the human resources department of a company.

The purpose of going through an employee selection process is to enable a company to be able to sieve out the most suitable applicant for the job. If the process is not carried out properly, it could result to a very costly mistake to the company. The selection process begins with notification, reviewing, screening, interviewing, and lastly, testing.


Employee selection process usually begins with the human resources personnel of a company filling up the vacant position or new position at the commissioning by the employer. First, the manger will have to make up his mind on the desired level of qualification required from prospective applicants.

He would raise and answer questions such as: Should the applicant possess any college degree? Must the applicant possess any relevant years of experience? If so, how many years of relevant experience should the applicant possess? The answers to all of these questions would enable the employer to be able to carefully establish the requirements for the job position.

After the requirements have been fully established by the employer, it is now time for the department of human resources to place advertisements of the job position on various local and online newspapers. The human resources department will have to fashion the best means for notifying applicants for the job position.


The next stage of the employee selection process is to begin the reviewing process. In this phase, applicants’ resumes are reviewed for the purpose of matching their backgrounds to the already established job position requirement.

Often times, a company will always receive hundreds or even thousands of resumes for just one job position advertisement, but only a few are considered by the human resources department for job interview.

In times where the economy is favourable, this may be a tough process for the human resources department to be able to find qualified applicants for the job position. On the other hand, in times where the economy is not favourable, it is not uncommon to find several applicants with far more education and experience required for that particular job position.


The third stage of the employee selection process is the screening stage. This stage does not apply in all cases however. Sometimes, the employee selection process would require a screening interview to be conducted. It is only then that this stage is considered in the employee selection process.

This case happens more especially when an applicant for the job position lives outside of that town or city. What the human resources department will have to do is to carry out the screening interview over the phone. The benefit of this kind of screening is that it could help narrow down the number of applicants vying for that job position.

Also, over the phone screening interview is very beneficial in determining whether an applicant has the required qualifications for that job position to warrant him to fly for the actual interview.


The face-to-face interview is one of the most important aspects of the employee selection process. Each company has its own method of carrying out this process of face-to-face interview.

For some companies, the personal interview is conducted in a single day. The job applicant would be required to meet with several of the company’s personnel each hour or so throughout the day.

Other companies would have the personal interview split into more than one visit. Job applicants would be required to meet with one or two key personnel in each visit, until the whole interview process has been completed.


This is the next stage after the interview has been conducted. After the interview has fully been conducted by the human resources department and the other employees, the employer would have to request for a feedback from all the involved personnel.

At this stage also, the employer may have to review his notes and make decision on the candidate who would best fit in the particular job position. Usually, an applicant’s qualification is only one of the criteria or considerations for the selection process. Often times, the employer would have to select an applicant whom he could work with, perhaps in terms of personality, work ethic, or something else.


Before an employee could be hired by an employer, the selection process could include testing the applicant. The testing could be for drug addiction. In this case, the applicant would be required to undergo a drug screening test.

In insurance companies, employees are usually required to undergo a psychological test so as to find out if it is the appropriate career choice for them. After this stage, the company would make a job offer to the chosen applicant.

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