Recruitment Selection Process

Before starting the process it is important to have worked out in your own mind and with the help of others the parameters for the selection, this not only has to include skills needed and the person fit but also what will be required from the individual to fulfil the position at the outset and in the future.

Only once this has been completed then you can go forward with the selection process to select the right candidate. An effective recruitment selection process is made up of individual stages:

Writing the role specification. See here for advice on writing job role specifications >>
Identify suitable candidates. If required, advertise or engage a recruitment agent to find the candidates
Filtering applicants into those suited and those not right for the role, this can include getting the individuals to answer specific questions about the role. See here for examples >>
Speak to the candidates thought suitable to confirm suitability. This can ideally be done with a short phone interview before arrange a time for face to face interview.
Perform the first face to face interviews. See here for advice on Interview questions to ask >>
Review and give feedback to the individuals either directly or via your recruitment partner
Arrange and perform additional interviews as required and give feedback to all parties.
Once decided a candidate, call them to extend the offer and if accepted confirm the offer in writing

If you have followed the process above then you will hopefully have found the right individual for your vacancy. If not then it is important to take time to review with colleagues and the recruiter why you have not found the right person.

Recruitment Effectiveness Survey >>

This review can throw up lots of reasons, be it personality fit, salary expectations, lack of talent in your local area. If as in a lot of cases it was just down to personality then performing a similar search will often find the right individual the second time around

But if it was for other reasons then a change in role specification is needed to find the right person, be it a less skilled candidate that will need additional time and training to perform the role, or a more skilled individual that will need a higher salary to be attracted into your organisation.

If you would like to discuss your recruitment challenge - contact our Recruitment Specialist >>

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