Recruitment selection processes: Best practice for employers

Using a structured recruitment selection process will help save time, as well as increasing the quality of the selection and the likelihood of producing  a strong short-list of qualified candidates.

Prior to starting the recruitment selection process it is important to have worked out in your own mind and with the help of others suitable criteria for the appointment.  This has to include skills and experience required, the personality fit and also what will be expected from the position at the outset and for the future.

 Before you Start – What are you Looking For?

Recruitment and candidate selection can be hard work, so making it easier from the outset will pay off in the long term.  Only when your job-specification is succinct and agreed by everyone involved can you go forward with the recruitment process to find and select the right candidate.

 Recruitment Selection Process – Step by Step

While keeping it simple, following the steps below, will help maximise the effectiveness and success rate of your recruitment activities. Most of the steps are described in detail within the recruitment section of the HUB

1. Writing the role specification. Need help? We’ve put together some guidance notes
2. Identifying suitable candidates. If required, advertise or engage a recruitment or search specialist to identify  candidates
3. Applicant filtering to identify suitable candidates. This can include using role specific application questionnaires
4. Candidate screening to confirm suitability. This can ideally be done with a short phone interview prior to arranging face to face interviews
5. First interviews, ideally face to face.  Establishing mutual fit and interest for both the candidate and the employer
6. Review and feedback to 1st interview candidates. Select the 1-3 best candidates for 2nd interview
7. Additional in-depth interviews and assessments as required to select the best candidate
8. Having chosen your preferred candidate, extend to them your offer.  If they accept, confirm the offer in writing.
9. Stay in touch and help the candidate through the period leading up to them joining your organisation

Have Another Go or Change Your Recruitment Selection Process?

If as in a lot of cases it was just down to personality then performing a similar search will often find the right individual the second time around. But if it was for other reasons, then a change in role specification is needed to find the right person, be it a less skilled candidate who will need additional time and training to perform the role, or a more skilled individual who will need a higher salary to be attracted into your organisation.

Review Your Approach – Make Changes if Required

If you have followed the recruitment selection process above then you will hopefully have found the right individual for your vacancy. If not, then it is important to take time to review with colleagues, recruitment partners reasons why you have not found the right person. Interactive Recruitment Effectiveness Survey is another starting point, this review can throw up lots of reasons, be it personality fit, salary expectations, lack of talent in your local area.

Source: Simon Barlow 01/18/2013