Reviewing application materials is a first step in the HR selection process.
Human resources recruitment and selection processes refers to the sequential approach performed within the human resources function of an organization when hiring new employees. Within some organizations, the human resources department manages all hiring processes. In other companies, HR directs hiring procedures but hiring managers or committees perform recruitment and selection tasks.
Define the Position
The first step to any new recruitment and selection process is to define the position for which you are hiring. This is a step that some organizations mistakenly overlook. Without a thorough idea of what is required of the position it is hard to find the best match in a candidate. According to The State of Texas "Recruitment and Selection: Define the Position" overview, the four basic tasks in this stage of the process include developing a job analysis, job description, job specifications and pay.
Recruit Candidates
Once you have a good idea of what you need from an employee in a position, you need to recruit candidates for screening. This can include both internal and external recruiting efforts. External recruiting involves posting positions through media and on your website to let the public know you are hiring. Details of job descriptions and requirements are typically included in the posting. Internal recruiting means letting existing employees within the company know that you are hiring for a position and giving them an indication of requirements for promotion or a lateral move.
Screen Candidates
The screening or selection process typically begins once your stated deadline for accepting applications has arrived. This leg of the process begins with a screen of candidate applications, resumes, cover letters and any other supporting materials. The goal is to develop a list of candidates you want to interview and put through any other selection tools such as knowledge or personality tests. Interview questions and selection criteria are established to align with your stated requirements for the position. Once candidates are interviewed, sometimes more than once, the interviewer or committee must evaluate the results and identify the preferred candidate.
Check References and Hire
Prior to extending a hiring offer, reference checks, and sometimes background checks, are common final verification measures. Calling references is a way to confirm a candidate's honesty about previous work experience and to make certain that previous employers and other references support what the candidate has said about himself. The University of Oregon's HR Department makes note of the importance of keeping employer responses confidential from candidates. Assuming reference checks match your expectations in a preferred candidate, you usually are ready to offer him the position.
