The main stages of personnel selection, process features and criteria

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

Resolving issues related to personnel, namely the stages of recruitment and selection of personnel, are extremely important for any organization. This fact is due to the fact that well-chosen employees are able to perform their functions and duties extremely efficiently, which entails the coherence of the entire enterprise and an increase in its income.

In order for the stages of recruitment and selection of personnel in the organization to pass without problems and bring effective results, it should be borne in mind that the entire human resource management system is based on certain concepts and is complex. Based on this, the head or head of the personnel department needs to have the right methodology for selecting candidates for vacant positions and use specific knowledge and tools for this. This article will describe in detail all the stages and methods of personnel selection, as well as the main criteria for this process.

Preparing for selection

The leadership of the organization can initially determine the image and professional qualities of the person they would like to see onspecific position. Therefore, the main goal of the selection is to find the most suitable person among the candidates, whose personal and business qualities would correspond to the characteristics and working conditions.

Before determining the stages and criteria for the selection of personnel, it must be taken into account that there is a certain proportion of organizational issues that affect this process. At the time of the decision to hire new employees, various methods of attracting candidates are involved (advertising in the media, attracting employment centers, etc.)

After receiving a response from interested candidates, you can identify a certain pattern that will tell you what selection methods need to be used and how many stages of personnel selection the whole process will be divided into.

To do this, professional managers calculate the staff selection ratio, which represents the ratio of the number of selected candidates to the number of all who want to get a specific position. Thus, by doing a superficial analysis of resumes and evaluating communication with candidates on the phone, one can scientifically understand who will have to “fight” - a candidate for a job or an organization for a candidate. The coefficient results will tell you the following:

1. If the selection coefficient is equal to or extremely close to 1, then the selection will be simple and fast. This is due to equal interest on the part of job seekers and the employer.
2. If the coefficient is less close to or equal to 0.5, this indicates thatthat the selection process becomes difficult. However, in this case, it is worth remembering that if the coefficient is below 1 or even close to 0, then the chance of finding a suitable employee increases, since here the candidate’s compliance with the requirements put forward by the organization is observed.

Further, depending on the identified coefficient, the stages of personnel selection should be determined.

Stage 1: Preselection

Under any circumstances and methods of searching for candidates, the manager begins to get acquainted with him in absentia, through a resume, a telephone conversation, etc. Therefore, we can say that this is the main stage in the selection of personnel, since here the primary correspondences of the applicant for employment are revealed planned position. There are several screening forms that can be used to examine an applicant's data, the choice of which is usually determined initially by the applicant.

However, the organization has the right to determine for itself in what format the study of data will take place at this stage of personnel selection. For example, if the head of the personnel department determined that the preliminary selection would take place by studying the received resumes, then in the case of a personal appearance, the person is invited to leave this application document and wait for a decision on this issue.

It is necessary to dwell on the forms of this stage of personnel selection, of which the following are the main ones, namely:

1. Letter of appeal. An optional form that requires writinga person who addresses the head of the organization with a request to be considered as a candidate for a vacant position. This document can be sent as a cover letter to your CV.
2. Summary. A form that involves filling it out in a free form indicating basic data about the applicant, his previous jobs, professional experience, education and personal qualities. Based on this application document, a decision is made whether to invite the candidate to the organization for a personal conversation.
3. Interview during a phone call. An excellent form of selection that allows you to determine the level of sociability, ability to conduct business negotiations, etc.
4. Interview. This form is a great chance to evaluate an employee by analyzing their answers to questions, as well as non-verbal forms of communication.
5. Personal record of personnel. This form is mandatory for employment. If the applicant for the position is an employee already working in the organization, you can study information about him using this document.

It is worth noting that you can also evaluate a candidate by how he was able to present himself and how well he was able to show his business qualities at this stage. For example, if a person sent a resume and, in addition to it, wrote an appeal letter in which he indicated why he wants to get this job, he can say that this candidate knows how to use business techniques and evaluate personalquality. It is also worth noting that in this case there is an additional opportunity to check the educational level of the applicant.

Step 2: Filling out the questionnaire

This stage of the recruitment process allows you to find out the qualifications of a candidate for a position and compare it with the requirements put forward by the organization. The list of questions, as a rule, is compiled by the personnel manager or head of the personnel department. Approval of issues is within the competence of the chief executive of the enterprise.

This procedure allows you to save considerable time for coordinating candidates with the leadership of the HR manager, and for the authorities to be sure that the selection will find a person really suitable for the vacant position.

Filling out the questionnaire, as well as pre-selection, is the main stage in the selection of personnel.

Stage 3: Pre-Interview

The purpose of this event is to determine by the first external impression and physical condition whether the applicant is suitable for the vacant position. Non-governmental organizations may resort to holding such meetings in neutral territory, for example, in a cafe or other neutral establishment.

During this stage, it is advisable to have a conversation and look through the documents of the candidate, confirming his educational level, professional experience, certificates of additional courses, etc. As a rule, a preliminary interview is conducted by a personnel manager or supervisorHuman Resources.

Step 4: Testing

When professionally selecting staff, the testing phase can be carried out at the time of the preliminary interview, which saves time, or it can be scheduled for another day. Tests can be psychological and typical, the purpose of which is to find out the motive of the applicant in obtaining a specific position, draw up a psychological portrait and, of course, determine professional suitability.

The development and selection of tests is carried out by the personnel manager or the head of the personnel department, coordinates with the line managers of the shops, departments and services in which vacancies are open. Approves the list of tests by the company's management, based on what they would like to know about the hired employee.

Stage 5: Recommendations

This step is optional, and its passage is carried out in two cases:

• if the applicant independently provided letters of recommendation from former jobs;
• if there is a need to find out the veracity of the revealed information about the candidate and find out about the attitude of other people towards him.

The recommendation stage can be done by making a phone call to the applicant's former management or by making a formal request for his previous job. It is worth noting that the latter is resorted to extremely rarely and only if there is a selection of candidates for leadership positions or those that have a very specific focus.

Stage 6: In-Depth Conversation

Perhaps, this stage of recruitment and selection of personnel is one of the most important, and it is absolutely not recommended to exclude it. During an in-depth conversation, you can fill in all the missing information about the candidate and determine his suitability for the vacant position.

In the practice of working with human resources, it happens that a person may not have the proper professional training or the necessary work experience, but his natural talents allow him to apply for any position.

The HR manager prepares for this stage, after which he conducts a conversation with the line manager or the company's top management.

Stage 7: Exam

This stage involves issuing a task to the candidate, similar to what he will have to face in the process of work. After the exam, the line manager evaluates the result and gives an opinion on the professional suitability of the person. The task for such an exam is prepared by the HR manager together with the line manager.

Final Stage: Job Offer

After unsuitable applicants have been screened out and the organization has made a decision, the job seeker is offered a job. At this stage, a personal card is created for the employee, all documentation is prepared and the person is officially registered for the position.

At this moment, it is extremely important to foresee such a moment - even if a person has shown himself well at all stages of personnel selection in an organization,there is still a chance of encountering unprofessionalism or other human factors. Therefore, it is recommended to register an employee with a stipulated probationary period.

Building a reserve

In the process of personnel selection at the draft stages of its implementation, candidates are screened out who, for one reason or another, did not fit into vacant positions. However, the following may happen here:

• The number of vacancies will be less than the number of eligible applicants.
• Among the people applying for a certain position, there will be those who are not suitable for it, but absolutely correspond to the positions for which recruitment is planned in the future.

In order not to lose valuable personnel that may be useful to the enterprise, the HR manager forms a list of reservists. This list must include all applicant details, including a contact phone number or address.

In this case, the applicant for the position is refused to receive it, but is informed that he is on the reserve list and can be invited if such a need occurs.

Conclusion

Selection and selection of personnel is a process that requires a careful approach and the success of the entire enterprise as a whole depends on how well the personnel service works. Therefore, in the process of finding the right personnel, suitable methods, tools indicated in the above selection stages should be involved.