The standard employee selection process that every business needs

What is the staff selection process?

Recruitment is a process of finding and attracting potential human resources to fill vacant positions in a business and organization. The staff selection process is a process of determining the position of the job being recruited, analyzing the requirements of the job, reviewing resumes, CVs, screening, assessing candidate's capacity, testing. capacity, ... to be able to choose the most suitable candidate for the business.

The importance of the employee selection process for businesses

Whatever it is, the ultimate aim of the employee selection process is to attract qualified candidates and encourage job seekers to apply for as many jobs as possible. Recruiting the right talented and capable employees in a competitive labor market can help reduce the time and cost of recruiting.

When managers can develop a methodical employee selection process, it will help employers screen and select the right candidates faster while still focusing on attracting qualified candidates to get the job. maximum conversion.

The recruitment process not only reflects the professionalism of the company but also helps attract the right candidates that the business wants, reduces recruitment costs and employees also tend to stay longer.

Steps to implement a standard employee selection process

The employee selection process will often go through many steps, and each business has a different choice of steps. However, a standard employee selection process needs to go through the following recruitment steps:

Step 1: Determine the company's personnel needs

In order for the recruitment of human resources to be successful and achieve the wishes of the employer, the employer needs to clearly identify the current human resource needs of his company. To determine the right needs, managers need to determine the specific goals of recruiting personnel:

Which departments or positions are still short of people?

How many more people does each department or department need to recruit?

How long does it take to fill all positions?

What are the requirements for the recruitment process?

Each business will have a different way of determining its recruitment needs, depending on its large, medium or small scale:

Large enterprises: There will be a department dedicated to recruitment. Other departments/departments that need to recruit more employees will send requests to the company's human resources department. If the HR department receives recruitment requests from different departments/departments at the same time, they will propose to the leadership to implement a large recruitment plan for many different positions.

At small companies: Many small-sized companies often do not have a separate department in charge of human resources. The recruitment of new people will be organized by the people of that department. They will make a recruitment plan when there is a need and give it to the director for approval for implementation.

Step 2: Post a recruitment notice

After clearly identifying the recruitment needs, the next step for managers is to spread information and recruitment announcements on communication channels. The manager will prepare a notice stating the necessary information about the position to be recruited, specific job description, job requirements, ... to attract candidates to contact.

Along with the development of the internet, today's employers have a lot of help in sharing job announcements. Managers can post recruitment notices on social networks, reputable job search websites, etc. Each channel will have its own advantages and disadvantages for employers to consider choosing.

Recruitment website:

Free job posting support.

Confirmed employer information will increase the credibility of the job posting

Get access to a high-quality source of verified candidate profiles.

Forced to compete with many other employers, the job posting needs to be professional, showing the different highlights of the business to attract candidates.

Social networks (Facebook, Group Facebook, LinkedIn):

Many users, large amount of traffic, easy access, simple and fast process.

There is no authentication of the employer's information and it is easy to create job postings, so candidates are often afraid, wary, and distrustful.

Easily caught in the spam policy of social networks.

Step 3: Receive and conduct the selection of records

When the recruitment notice is posted, candidates will be contacted to apply. If there are many candidates interested in the same position, the manager needs to conduct a selection and classification of candidate profiles.

This is an important step to find the best resume and avoid missing out on quality candidates. You can perform the selection of resumes by gradually eliminating according to the initial recruitment criteria. Note that you should choose a larger number than needed for the following rounds, if you remove it, there will still be enough personnel to meet the business.

Step 4: Assess professional qualifications

In this step, after the selection process and initial satisfactory records are obtained, the manager will conduct a professional qualification assessment. The most familiar way to begin evaluating candidates is through an interview. After sending interview invitations to candidates, employers will conduct face-to-face interviews or online interviews depending on actual conditions. The interview, depending on the company, there will be different interview rounds.

During the interview process, the employer needs to ask questions to be able to assess the candidate's ability, qualifications and suitability for the job position. Employers can also pose real situations of that job position to consider whether the candidate's ability to handle situations in the job is accurate, skillful and reasonable. Besides, managers should also pay attention to soft skills or other essential factors. In addition to asking questions to find out candidates, employers can also apply competency tests, qualifications, personality tests, intelligence, etc.

Step 5: Try it out

Candidates who have passed the assessment will begin the probationary period at the enterprise. During the probationary period, candidates will have practical exposure to the job, will have the opportunity to demonstrate their competence and professional qualifications. Managers need to follow this process closely to have an accurate probationary evaluation.

If the selected candidate is not really suitable for the job, the business cannot be retained. However, employers can proceed with the candidate selection process from scratch or reselect among unqualified candidates for further training.

Step 6: Make a decision to select candidates

At the end of the probationary period, the employer will accept or reject the consultant. And the selected candidates will become official employees of the company and the final job is to sign a contract.

Employers should answer questions of new employees about the most basic information related to employees, benefits and welfare regimes that new employees will enjoy when working at the company. These are also known as the onboarding phase for new employees, and are quite important jobs that managers need to pay attention to, to bring the best HR experience to employees. Departments should also discuss and evaluate the employee selection process and learn from experience for the next time.