Management: Recruitment and Selection
Steps in the Selection Process
Study and know about employment laws that affect the selection process. (Refer to the chapter on Employment Laws for a brief description of various employment laws.)
Conduct a position analysis. Learn everything possible about the job (processes, performance factors, working conditions, etc.) to determine what the essential functions are and what is required in terms of knowledge, skills and personal traits to perform the position's duties satisfactorily. This step is critical, as it lays the groundwork for the following steps. (For information on conducting a position analysis, refer to the chapter on The Position Description.)
Identify and prepare in detail the minimum qualifications required for the position.
Prepare a current position description for the vacant position or verify that the existing position description is current. (Refer to The Position Description chapter for a list of what should be included in a position description.)
Prepare and issue a vacancy announcement. (Refer to The Vacancy Announcement chapter.)
Prepare application screening criteria. If an interview is necessary to conduct an initial screening of applicants, prepare questions and screening criteria. (Refer to The Application Form and Resume chapter.)
Screen applications and, if necessary, conduct initial screening interview, based on established criteria in Step 4 above. Select the top-ranking individuals for interviewing.
Conduct interviews based on established criteria in Step 5 above. (Refer to The Interview chapter.)
Make your selection decision, and conduct reference checks on your choice. (Refer to The Selection Decision chapter, the Veterans' Preference chapter, and the Reference Checking chapter for information.)
Orientation. (Refer to Employee Orientation.)
Probationary Period. (Refer to the Probationary Period chapter.)