SCREENING &

INTERVIEW
PRE-SELECTION

APPLICATION
SELECTION ASSESSMENT
PROCESS

JOB OFFER &

REFERENCES &
CONTRACT
BACKGROUND CHECK

DECISION
• The goal of the recruitment and selection process at organizations is to find and hire the best candidates for job openings. The
first step in selection process is Application. The application phase in the selection process is sometimes seen as passive from
the hiring team side – you just wait for candidates to respond to your job ad. However, applications can and should be selection
tools, helping you sort candidates as qualified or unqualified. Second step is screening & pre-selection. The goal of this second
phase is to reduce the pool of candidates from a large group to a manageable group of between 3-10 people that can be
interviewed. This can happen in multiple ways. Resume screening helps to assess if candidates comply with the criteria needed
for the job. If you require 5+ years of work experience and you see that a college graduate applied, you can easily rule out this
person. Third step is Interview, this is the best known and most visible of them all. A job interview involves the candidate being
interviewed by their direct manager or the recruiter (or both) to assess how well-suited they are for the role. The interview
offers some insight into a person’s verbal fluency and sociability. It also provides the opportunity to ask the candidate questions
related to the job and it presents the opportunity to sell the job to the candidate. Fourth step is assessment tests. Assessment
tests for jobs, also known as pre-employment tests, help hiring managers determine whether a candidate has the skills, work
style, knowledge or personality to succeed in a job. Companies use assessment tests to make good hiring decisions, often
during the early parts of the interview process. The fifth step is references and background check. Reference checks are a way
to confirm the accuracy of what a candidate has told you, and your impressions of them. If during the interview you have
doubts about a certain competency or skill, the reference check is an excellent way to gather more information from a different
perspective. The background check can be a prerequisite before applying, and be a part of the pre-selection. An example is a
confirmation of good conduct or other criminal record checks for teaching positions and other roles that involve a high
responsibility for others. These checks help to eliminate people who have done or may abuse their duty of care over vulnerable
people. The sixth step is decision, it is about choosing the candidate with the greatest potential for the organization.
Sometimes this means picking someone less qualified at the moment – but who is committed to growing and staying with the
organization for longer. You should use a data-driven approach to make the hiring decision to make your selection process as
fair as possible. In practice, this means pre-defined criteria by which every candidate is rated against during the selection
process. The best candidate is then chosen and given an offer. And the seventh and final step is job offer and contract. After
your company has made a decision, the selection process isn’t over. The (ideal) candidate still needs to accept the offer! At this
point, the organization should have all the information that will make the candidate likely to say yes. Hopefully, you will have
gleaned this information from the various screenings (if applicable) and job interviews. The offer is then made to the
candidate. If they accept the offer, you draw a contract and have both parties sign it. Only when the employment contract is
signed by all parties, is the selection process complete.