Phases of staff selection in organizations

The selection of staff in organizations is not just an action, but a set of many consecutive activities.

Personnel selection is carefully performed by Human Resource Managers and the entire HR department. The selection of staff includes several phases.

Phase 1: Initial telephone contact

Initial contact by phone or at the address of the company with a brief exchange of information about the mandatory components of the job profile. If the candidate meets the requirements, it is agreed on when to submit the documents, etc. Reference: “Recruitment and staff selection tips“,

Phase 2: Presentation of the documents for participation in the competition

These are usually an application and a professional CV. Initial ranking (rejection of some candidates). It can be seen whether each candidate is suitable or not.

Based on the documents a comparison is made with the profile of the activity. This is an initial selection. Assessors should be as liberal as possible concerning the information provided by applicants.

For those allowed to note the questions that will be asked. Reference: “Methods of personnel selection for HR managers“,

Phase 3: The screening interview

In some companies, only the initial interview is practiced (the risk of mistakes is higher), and in others – it is accompanied by tests for the qualities of the candidate.

All candidates who meet the profile of the profession are admitted to the initial interview.

The aim is to clarify the importance of the work’s autobiographical facts. During the initial interview, the personal acquaintance with the candidate, establishment of his professional qualification, and practical experience take place.

And the candidate receives more information about the job and the company as a whole.

It is a kind of negotiation between equal parties – each of the parties clarifies what it offers and at what price.

According to the position (managerial position), this may not be a subsequent phase, and the remaining 2-3 candidates may undergo a more detailed interview or role play with a professional task. Reference: “Types of professional recruitment and selection“,

Stages of the interview:

1) Opening (acquaintance). Introductory words to create an atmosphere conducive to free contact.

To express gratitude that the candidate responded to the announcement and prepared for the interview.

2) Asking questions (to clarify facts from the biography, interests, inclinations, and qualities of the candidate; specific questions related to professional suitability).

3) Presentation of information about the company and the specific position.

4) Answer questions asked by the candidate (they also judge the candidate).

5) Information on the further selection process (next interview or role-play).

6) Closing (the deadline for the final response is set and the manner of communicating the decision to both parties is specified).

It is usually performed by a human resources specialist. Direct training requires special training (to reduce the risk of misjudgment). The initial interview should be business-like but without bureaucracy. Reference: “Analysis of the work of employees in the organization“,

Phase 4: Application of tests for the qualities of the candidate.

Different tests are applied according to the position. They are usually: 1) personal questionnaires; 2) for intelligence; 3) to determine the level of professional interests; 4) for abilities (verbal, mathematical, etc.); 5) for achievements; 6) for special skills (eg “Business style questionnaire” expresses the attitude towards the trading partner at the first contact, the presentation of the goods, the negotiation, etc.).

From the results of stages 2, 3, and 4 it is judged which candidates will be invited to a final interview, which is:

Phase 5: decision phase

It is led by a manager or a committee (senior manager, line manager, and human resources psychologist).

Objective: to have direct contact between the candidate and the managers to make a final choice. The responsibility of the manager/committee is great because it is decided which of the candidates will be preferred and why.

Details of the terms of the employment contract (pay and other relationships) are specified.

Errors on the part of the candidate during the final interview: 1) inconsistent behavior (concerning the initial interview); 2) “closed” or “open” behavior; 3) unfounded fear or anxiety; 4) lack of questions from the candidate (perceived as disinterest or readiness for “everything”).

To prevent them from being admitted, the interviewer has the main responsibility.