HRMGT-1102

The selection process refers to the steps involved in selecting people who have the necessary
qualifications to fill a current or future job opening. Typically, managers and supervisors will be
ultimately responsible for hiring individuals, but the role of human resource management (HRM) is to
define and guide managers in this process. The five distinct aspects of selection process include, criteria
development, review of applications and resumes, interviewing, test administration, and making the offer.
1. Criteria development- The process of developing criteria involves deciding which sources of
information will be used and how those sources will be scored during the interview. The criteria
should be directly related to the job analysis and job specifications. Things like personality or
cultural fit would also be part of the criteria development process. This procedure typically
involves debating which skills, abilities, and personal characteristics are required for success in
any given job. The HR manager or manager can ensure that he or she is being fair in selecting
people to interview by developing the criteria prior to reviewing any résumés. Some businesses
may require the creation of an application or a biographical information sheet. The majority of
these are done online and should include information about the candidate, their education, and
previous job experience.
2. Review of applications and resumes- After the criteria have been developed, the applications
and resumes can be reviewed. People approach this process in various ways, but there are also
computer programs that can search for keywords in résumés and reduce the number of résumés
that must be looked at and reviewed.
3. Interviewing- Once the HR manager and/or manager have determined which applications meet
the minimum criteria, they must select those individuals to be interviewed. Because most people
do not have time to interview twenty or thirty candidates, a phone interview may be used to
further narrow the field.
4. Test administration- Before a hiring decision is made, any number of tests may be administered.
Drug tests, physical tests, personality tests, and cognitive tests are among them. Some businesses
also conduct reference checks, credit reports, and background checks. Once the number of
candidates has been reduced, tests can be administered.
5. Making the offer- The final step in the selection process is to offer the chosen candidate a
position. A more formal part of this process is developing an offer via e-mail or letter. An offer
will specify compensation and benefits.

 Understand KSAOs
 Determine sources of KSAO information such as testing, interviews
Criteria Development  Develop scoring system for each of the sources of information
 Create an interview plan

 Should be based on criteria developed in step one

Application and
 Consider internal versus external candidates
Resume Review

Interview  Determine types of interview(s)

 Write interview questions
  Be aware of interview bias

 Perform testing as outlined in criteria development; could include

reviewing work samples, drug testing or written cognitive and
Test Administration personality tests

 Determine which selection method will be used

Selection  Compare selection method criteria

 Use negotiation techniques

Making the Offer  Write the offer letter or employment agreement

Reference:
*Human-Resource-Management-1581538411.pdf