People have different methods of going through this process, but there are also computer programs that can search for keywords in résumés and narrow down the number of résumés that must be looked at and reviewed. Once the criteria have been developed (step one), applications can be reviewed. Most of these are completed online and should include information about the candidate, education, and previous job experience. Some organizations may need to develop an application or a biographical information sheet. By developing the criteria before reviewing any résumés, the HR manager or manager can be sure he or she is being fair in selecting people to interview. This process usually involves discussing which skills, abilities, and personal characteristics are required to be successful at any given job. In addition to this, include things like personality or cultural fit, which would also be part of criteria development. In fact, some aspects of the job analysis and job specifications may be the actual criteria. This is discussed in Chapter 4 “Recruitment”.
The criteria should be related directly to the job analysis and the job specifications. Criteria development means determining which sources of information will be used and how those sources will be scored during the interview. The first aspect to selection is planning the interview process, which includes criteria development. All individuals involved in the hiring process should be properly trained on the steps for interviewing, including developing criteria, reviewing résumés, developing interview questions, and weighting the candidates. The selection process consists of five distinct aspects: For example, the Austin, Texas, fire department calculated it would cost $150,000 to reinterview candidates, after the interview questions were leaked to the public, giving some candidates possibly unfair advantages in the interview process 1. Because of the high cost, it is important to hire the right person from the beginning and ensure a fair selection process. In fact, the US Department of Labor and Statistics estimates the combined direct and indirect cost of hiring someone new can reach upwards of $40,000 (Hamm, 2011). In addition, there are the costs of testing candidates and bringing them in from out of town for interviews. The time for all involved in the hiring process to review résumés, weight the applications, and interview the best candidates takes away time (and costs money) that those individuals could spend on other activities. Similar to the recruitment process discussed in Chapter 4 “Recruitment”, the selection process is expensive. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management (HRM) is to define and guide managers in this process.
The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening. Once you have developed your recruitment plan, recruited people, and now have plenty of people to choose from, you can begin the selection process. Be able to name and discuss the steps in the selection process.
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