Selection Process: What To Expect And Complete Guide



Once you have analyzed the job description, researched the company, and completed the job application process, it’s time to prepare for the selection process. The selection, as part of the hiring process, is a key element a company must ace when searching for talent.

Which steps are included in the selection process?
The the screening & pre-screening process
Recruiting techniques and interview types
How references and background checks help selection?
Selection process: How is the final decision is taken?
The job offer as part of the selection process

In this guide, we will explain which are the steps of the selection process and what to expect during each phase. 👇

Which steps are included in the selection process?

Let’s start by giving a definition to the selection process, so there’s no confusion regarding this term.

Basically, the selection process consists of the steps involved in choosing professionals. They need to have the right skills and qualifications to fill either a current or a future job opening.

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Now, let’s see which are the typical steps:

  1. The screening & pre-selection phase.
  2. Scheduling for a physical or virtual interview.
  3. References and background check.
  4. Final selection and taking the final decision.
  5. Job offer & contract.

The screening & pre-screening process

The recruitment team designs the screening and pre-screening process as a first critical step to evaluate and filter candidates before conducting formal interviews. This step aims to streamline the hiring process by narrowing the applicant pool to those most likely to fit well with the role and the organization’s culture.

selection and recruitment process

This preliminary phase typically involves:

  1. Resume selection or CV screening: During the job application process, resume selection or CV screening plays a crucial role in the initial stages of recruiting. This step involves evaluating the resumes to determine if candidates possess the qualifications and meet the criteria required for the role.
  2. Recruiter phone screen: This is usually your first personal interaction with the company representative. The recruiter’s job here is twofold. On one hand, they should provide you with a more detailed overview of the company and the role. On the other hand, they need to make an initial assessment of your cultural and professional fit.

You can expect basic questions related to:

  • Your motivation for the role & company.
  • A brief overview of your educational and professional background.
  • Your notice period, salary expectations or availability for interviews.
  • Employment visa requirements and status.
  • Involvement in other recruitment processes or hiring process.

The recruiter might also initiate the competency assessment, and ask you a few questions measuring the most critical competencies for the role.

If the job description lists conflict resolution as a critical skill, you may have to give an example of a time when you participated in resolving a conflict situation. At this point, it would be helpful that you understand how to read a job description. You should list the hard and soft skills the company is looking for. Think of situations where you had to use these competencies.

Additionally, recruiters use several tests that help predict the potential of a new hire. For the candidate, these pre-screening tools help by showing both positive and negative aspects of the job, which results in a more realistic description. The objective is to align expectations between both sides and lead to better hires.

Recruiting techniques and interview types

Typically, most companies will start this phase with an interview with the hiring manager, and finish with face to face interview, virtually or at the company’s office.

how selection is done in an interview

Sometimes, based on the role and company size, the company may also ask you to complete additional assessments.

Here are some examples of recruiting techniques:

  • Psychometric tests: online or offline tests designed to measure your logical thinking, reasoning, and problem-solving skills. The recruiter should inform you about the tests in advance. If you don’t feel confident in solving such tests, you can practice online before your actual assessment.
  • An assessment center: a recruiting technique based on a set of group exercises, business cases, presentations and psychometric tests. They are normally part of the selection process for senior-level roles. Participants face various business cases that simulate situations they may encounter.

Rather than measuring specific technical knowledge, an assessment center focuses on understanding the candidate’s behaviors. Expect people to count your skills, abilities, or personal attributes as well.

How can you prepare? Unfortunately, you can never be 100% sure what type of questions you will receive. The good part is, depending on your industry, you can focus on your technical skills to meet recruiter expectations.

Let’s explore different interview situations and the expectations associated with them!😊

Hiring manager interview

The hiring manager will typically focus on speaking to you about your previous experiences. He/she has to understand how your skills and experiences will fit into their team.

Depending on the type of job you’re applying for, you might receive some ‘role-technical’ questions. Some can be related to an IT system you’ll need to operate. Some can focus on marketing techniques used for advertising a specific product. You will need to answer a series of competency-based questions to assess your knowledge.

The manager might also ask you about your future plans and ambitions. This is to understand if your career path is compatible with what the company can offer. This can also work the other way around. At this stage feel free to prepare questions for the interviewer, to find out more about the position, career path, team structure and how responsibility is split within the team.

Panel interviews

They represent a series of in-person discussions with various stakeholders you will work with. This can include the hiring manager and their peers, the hiring manager’s manager, and the HR representative. At this point, the interviewers will typically assess your competencies and have a detailed conversation about your skills and experience.

On top of that, some organizations use additional selection tools which help them harmonize and streamline the recruitment process.

How references and background checks help selection?

Reference checks confirm the employer’s perception of the candidate. After you’ve given your references, the recruiters will follow up on these, in order to gather relevant information from different perspectives.

background checks help the selection process

Institutions and jobs requiring access to sensitive or confidential information mainly use background checks. Also, these are very helpful for positions and roles involving high responsibility for other individuals.

Selection process: How is the final decision taken?

The next step in the selection process is making the final decision and choosing the right candidate. At this point, the recruiting is almost completed.

There are times when recruiters pick someone less qualified at the time of selection, but who’s committed to grow and stay in the organization. Here are a couple of key factors that can influence such a decision:

  1. Adaptability: Companies often prefer candidates who show flexibility and a willingness to adapt to new challenges and environments because they are likely to succeed as the company changes. This adaptability can make up for initial shortcomings in specific skills, as these candidates are seen as capable of quickly learning any necessary competencies.
  2. Alignment with company values: A candidate who deeply resonates with the company’s culture and values can be a better choice than a more qualified candidate who might not blend as well with the team. Cultural fit is crucial for maintaining a positive work environment and can lead to better teamwork and productivity.
  3. High engagement: Candidates who show a high level of enthusiasm for the role and the company might be more motivated to perform well. Their passion can be a significant factor, as it often translates into higher productivity and a positive attitude in the workplace.

Most of the time, the final decision is based on a data-driven approach. Simply put, recruiters use pre-defined criteria for rating each candidate.

A recent article published by gotoro.io is showing why a significant number of organizations have adopted this method, due to its effectiveness in improving hiring quality and efficiency. For instance, companies are using advanced analytics to identify the best candidates, reduce hiring times, and manage recruitment costs more effectively.

Going forward, the best candidate is selected and given a job offer. 📩

The job offer as part the selection process

Now, all that’s left is the candidate to accept the offer. It includes the salary, starting date, and benefits.

If the employer and the candidate agree or negotiate the offer to mutual satisfaction, the organization will prepare a contract for both parties to sign.

recruitment process job offer

Here you have them!

These are all the steps of the selection process. Knowing each phase will help you prepare better and stand out from the crowd.

You’ll be able to analyze key aspects throughout this process and decide if the role meets your expectations. Also, you can evaluate a company and take an informed decision by studying their recruitment process, and be prepared for potential red flags.

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