The selection process in hiring: 6 steps for HR professionals

These six steps generally make up the employee selection process.

1. Application review

The selection process begins when candidates submit applications for an open position. Typically, the HR team screens each resume to determine whether the candidate meets the minimum requirements in the job description.

Some details on a candidate’s resume, cover letter or job portfolio may demonstrate specialized skills. For example, sales or communication skills might be evident on a candidate’s resume based on how they explain their professional experience. You might evaluate graphic designers based on the visual appeal of their portfolios and whether their design style aligns with your brand’s vision.

The level of detail provided can also help you assess a candidate. Some may list their skills in a simple format, such as:

• Ideation and problem-solving skills
• Collaboration
• Leadership skills

Others may provide detailed examples or figures to show both the cause and effect of their skill, such as:

• Developed and implemented new manufacturing processes that improved production time by 25%
• Worked alongside a team of 100+ employees and external collaborators
• Led teams of 40 employees across three different departments, increasing total output

After completing this step, you can shorten your list of candidates and invite them to continue the hiring selection process with an interview or skills assessment.

Skills-based hiring can support the selection process by prioritizing skills over experience. Since the selection process is generally focused on skills relevant to an open position, this approach can complement your assessment.

2. Skills testing

Skills testing helps you evaluate a candidate’s ability to perform job-related tasks. For example, if you’re hiring an administrative assistant, consider administering a typing test or asking top candidates to complete an in-basket test.

You can ensure fairness by having every candidate complete the same skills assessment. Using objective criteria, such as typing accuracy, can help you determine who moves to the next step in the selection process.

3. Job interviews

Interviews are an opportunity to learn about a candidate’s career goals, their flexibility and their individual working style. If the role requires collaboration, you can ask leadership interview questions to gauge how each candidate inspires and leads others.

Your hiring team can ask open-ended interview questions focused on the skills and traits relevant to your open role. It’s also important to ask how the candidate might address common challenges in your workplace. For example, if you have a deadline-driven environment, the questions might assess a candidate’s ability to manage competing priorities.

You may ask open-ended questions, such as:

• How would you describe your communication style?
• What’s a fact about yourself that isn’t included on your resume?
• What’s your experience working with and providing actionable feedback to freelancers?

You may also ask behavioral interview questions to help predict how candidates perform in a new role based on their experience. Below are some examples of behavioral interview questions:

• Tell me about when you had to resolve a conflict with your colleague. How did you handle it?
• What did you learn from your last work-related mistake?
• When you set a goal, what steps do you take to achieve it?

4. Background checks

Many employers require background checks to protect their employees, customers and vendors. A background check helps reveal whether the candidate has filled out their application with accurate information regarding experience and credentials. Some employers also conduct pre-employment drug screens, while others may only verify job titles and dates of employment.

5. Reference checks

Reference checks reveal information about your candidates from a different point of view. Your candidates might use previous employers, past clients and leaders of volunteer organizations as references to boost their qualifications. They might also provide contact information for previous coworkers.

Prepare a carefully crafted list of questions that assess each candidate’s behavior and experience. You may contact multiple references for a better understanding of the candidate’s skills and work history.

6. Job offer

After choosing your top candidate, you first need to extend a job offer by phone. If the candidate approves these details, you can present the formal job offer via email, including salary, benefits and the expected work schedule.

Update HR and other team members for the onboarding process to ensure they’ll be ready for the new employee on their start date.

Creating your company’s employee section process

How you handle your selection process can save you time and make it easier to identify quality candidates. Your selection process also can influence the way prospective employees feel about your brand. A fair, well-organized process is likely to create a good first impression, helping your company maintain a positive reputation.

Frequently asked questions about the selection process

How many interviews are typically involved in the selection process?

How many rounds of interviews you should conduct may depend on your open position and its complexity. For roles that require specialized expertise, you might hold several rounds of interviews, potentially including a screening call, a video interview and an in-person interview.

Panel interviews can also help you select candidates objectively, as they require input from several team members. Each interviewer can offer a different perspective that may help provide a well-rounded evaluation of the candidate.

How do you create an inclusive selection process?

Certain practices can help ensure you make fair hiring decisions and avoid unconscious bias. Consider implementing some of the following practices into your selection process:

• Panel interviews for various perspectives
• Structured interviews with the same questions for all candidates
• Digital or in-person accessibility accommodations

How do you use the selection process to choose between two candidates?

When choosing between two top candidates, you might consider how each could add to your existing team, including their communication style, work ethic and areas of expertise. Their willingness to learn may also influence their long-term potential, leading you to select the candidate who intends to grow with your company.