Employee Selection Process

Employee Selection Process
Student’s Name
Institution Affiliation

Introduction
The selection process entails the various stages involved in choosing the personnel with the skill and qualifications that match the job description in the job vacancy therein. Usually, most people think that the human resource management is responsible for selection and hiring process (Hollenbeck, Noe, Gerhart, and Wright, 2017). However, the responsibility is confined to the managers and the supervisors. The human resource management gives direction and guidance to the managers instead. The selection process is a continuous task for most companies. The process is monotonous, yet it appears to be a challenging task. It requires great diligence and care as a wrong choice of an employee can be a cost to the firm. Therefore, the management should approach the selection process in step to step manner to avoid any vulnerability that may occur. In this case, the paper aims at analyzing the various steps involved in employee selection. The process entails screening the candidate applications and resumes, testing and reviewing work samples, interviewing candidates, checking references and background, and finally making a selection.
Screening applications and resumes
In most cases, the employer receives a hundred of resumes from various applicants. It may be challenging task to identify the most appropriate employee. For instance, sometimes some of the applicants have higher qualifications exceeding the job requirements while others may lack the qualifications (Hollenbeck, et al, 2017).

The employer must determine the number of applicants required for the interview. Screening involves checking if the applicants meet the basic requirements of the job. The employer can check the resume and analyze the education, experience, salary and remuneration criteria, and the willingness of the employee to relocate if the need arises. Alternatively, the employer can conduct a telephone interview screening which allows the employer to grasp some of the applicant’s skills such as communication skills, listening skills, attitude, and professionalism. The employer can also assess the right firsthand information from the applicant.
Testing and reviewing work samples
Today, most organizations are acknowledging the use of selection tests in assessing the viability of the job applications. The various tests include; the aptitude tests are administered as exam questions essential in measuring the applicant capabilities and intelligence. They help the employer to assess if the candidate has the capacity to learn to undertake the given task if subjected to adequate training (Hollenbeck, et al, 2017). The achievement tests apply when the applicant claims to have some knowledge concerning the job. The employer tests what the applicant has accomplished in order to determine if the candidate has the necessary job knowledge especially when the employer requires experienced workers. In the work sample test, the applicant is given the actual job as a test. Lastly, the personality tests allow the employer to determine if the applicant has the required desire, enthusiasm, and motivation necessary to fit the vacant position in the organization.
Interviewing candidates
After screening and testing the applications, the employer is capable of reducing the number of applications convenient for carrying out an interview (Hollenbeck, et al, 2017). The face to face interview is significant in assessing the appropriate candidate for the job. The interviewing process is different depending on the company. While some companies may schedule one day for an interview where the candidate meets different persons throughout the day, other companies may conduct the interview for some days whether the applicant meets the critical personnel each day. Interviews allow the employer to assess the candidates’ skills that cannot be portrayed using a written text in the resume such as analytical skills, communication, presentation, and attitude.
Checking references and backgrounds
Background checks allow the employer to authenticate the credentials of the candidate. Usually, it helps that employer to acquire the undesirable information that the candidate may evade to provide. It is essential in the selection process as the employer desires to select the most appropriate individual who is honest, trustworthy and responsible for the task assigned (Hollenbeck, et al, 2017). A company can run a background check through assessing the employment history or online screening. Checking the references also allows the employer to acquire extra information. The employer should be aware that the candidate cannot provide a reference that may give negative information. Nevertheless, it is essential to take a step further and more references from the references provided by the applicant.
Making a selection
After finalizing the above steps, the employer thus selects the desirable candidate possessing the requirements that match the job description. Besides, the employer should choose a person who is easy to work with and fits within the organization set up (Hollenbeck, et al, 2017).
Conclusion
The employee selection process should be fair and free any form of discrimination or bias. The process should also accommodate the people with disabilities. Nonetheless, the employer should accurately follow the steps in order to identify the most appropriate candidate for the post. Usually, the academic qualifications, experience, analytical skills, communication skills and the personality are critical in determining the best candidate. While most employers concentrate on the academic qualifications and experience, it is crucial to go a step further and assess other aspects. Moreover, the employer should select the candidate with a personality that can easily relate to others in boosting teamwork in the organization therein.

References
Hollenbeck, J. R. Noe, R.A. Gerhart, B. and Wright, P.M. (2017). Fundamentals of human resource management. 4th Edition. McGraw-Hill Education