Employment Interview: The one on one session with the candidate is conducted to gain

more insights about him. Here, the interviewer asks questions from the applicant to discover
more about him and to give him the accurate picture of the kind of a job he is required to
perform.

Also, the briefing of certain organizational policies is done, which is crucial in the
performance of the job. Through an interview, it is easier for the employer to understand the
candidate’s expectations from the job and his communication skills along with the confidence
level can be checked at this stage.

Background and Checking References: Background checks reassure you that your finalists

are reliable and don’t pose risks to your company. For example, employers may conduct pre-
employment checks to make sure candidates have told the truth in their resumes or don’t
currently do illicit drugs. In fact, there are several types of background checks including:

 Criminal records
 Credit reports
 Driving records
 Verification reports (e.g. identity, education, work history, social security number,
national insurance number, etc.)
 Drug tests

The firms usually ask for the references from the candidate to cross check the authenticity of
the information provided by him. These references could be from the education institute from
where the candidate has completed his studies or from his previous employment where he
was formerly engaged. These references are checked to know the conduct and behavior of an
individual and his potential of learning new jobs.

During reference checks, you will:

 Confirm what candidates have already told you (e.g about time of employment and
previous job responsibilities)
 Learn how candidates use their skills on the job
 Discover potential weaknesses or lack of practical experience
 Understand how candidates behave in the work environment (e.g. if they’re punctual,
if they receive feedback well, etc.)

Medical Examination: Here the physical and mental fitness of the candidate are checked to
ensure that he can perform the job. In some organizations, the medical examination is done at
the very beginning of the selection process while in some cases it is done after the final
selection.

Thus, this stage is not rigid and can take place anywhere in the process. The medical
examination is an important step in the selection process as it helps in ascertaining the
applicant’s physical ability to fulfill the job requirements.
Final Selection or Job Offer: After a series of well-organized selection processes for
recruiting new employees, you’ve finally found your perfect hire. Now it’s time to let them
know you’re offering them a position at your company. The job offer process is a critical one;
done right, you’ll soon welcome your new employee in the office. But, if you miss
something, you might lose a great candidate and must start the hiring process all over again.

Here are some tips that will help you streamline the job offer approval process:

 Discuss employment terms early in the selection process. Salary, bonuses and

working hours are all potential dealbreakers, so it’s best to learn whether you agree
with candidates on those factors before you offer them a job.
 Make an informal verbal offer. It’ll cost you time if you wait to craft a formal job
offer letter before you inform candidates. You can first call them to give them the
good news and get a hint as to whether they’re going to accept or reject your offer. Be
sure to give the candidate the opportunity to “think on it” so they don’t feel pressured
to give an answer right away.
 Use a job offer letter template. Instead of writing a new job offer letter from scratch
every time you’re offering a job, use an existing template and add only what’s
different (e.g. candidate’s name, job title, salary, etc.)
 Read more on our guide on how to write a standout job offer letter.
 Consider using different templates per role or department. For example, check
our sales job offer letter and our developer job offer letter.
 Keep HR, Finance and the CEO in the loop. A job offer process usually requires
filling out paperwork, getting approvals and completing other prep work before
you welcome a new hire in your offices.

Realistic Job Previews

A Realistic Job Preview (RJP) is a recruiting tool used to communicate both the good and bad
aspects of a job. Essentially, it is used to provide a prospective employee a realistic view of
what the job entails. This measure, much like the job-fit measure, is to provide candidates a
richer description of the agency and the job (e.g., work environment, duties, expectations) to
help them decide if they are a good match. While the RJP can be useful for reducing
turnover, it should be used as a candidate self-evaluation tool rather than a traditional
selection device (e.g., cognitive ability tests, accomplishment record).

In creating a RJP, there are many factors to consider, including:

 How the RJP will be created (e.g., structured observations, meetings with current
employees)
 How the RJP will be distributed (e.g., written material, video, interview)
 How to present both positive and negative aspects of the job (e.g., always follow a
negative item with a positive item)
 When to introduce the RJP (i.e., early or late in the recruiting process)