The Hiring

Process
Employee Recruitment and Selection
Natasha Rumph
 The Hiring Process
Produce
Produce aa Decide
Decide on
on the
the Conduct
Conduct
comprehensive
comprehensive amount
amount ofof time
time interviews
interviews for
for all
all
job
job description
description the
the interview
interview will
will potential
potential
including
including job
job title
title take
take candidates
candidates
and
and objectives
objectives

Make
Make the
the position
position
open
open for
for internal
internal Choose
Choose a a location
location Thin
Thin down
down the
the
applicants
applicants and
and and
and set
set up
up applicant
applicant pool
pool to
to
then
then external
external interview
interview times
times 2-3
2-3 applicants
applicants
applicants
applicants

Choose
Choose what
what Set
Set a
a target
target date
date
Conduct
Conduct Pre-
Pre- Check
Check applicants
applicants
applicants
applicants will
will be
be for
for the
the new
new hire
hire
employment
employment Tests
Tests References
References
interviewed
interviewed to
to begin
begin work
work

Decide
Decide who
who will
will Conduct
Conduct Post
Post offer
offer Choose
Choose the
the
Create
Create interview
interview be
be conducting
conducting the
the Tests
Tests on
on applicant
applicant to
to be
be
questions
questions interview
interview applicants
applicants hired
hired
 Objectives & Position
Title
A complete job description should be created by the
company before starting the hiring process for a new
position.
While creating job description, the recruiting company
needs to decide the job requirements such as educational
level and experience required to qualify for the job.
Any/all physical requisites and/or certificates are needed
to be clearly expressed.
The title of the job will be designed considering the
parameters of job responsibility.
(Phillips, J., & Gully, S. M. (2012)
 Recruiting Resources
When the job description is created, the
position should be first offered to the internal
employees, giving them the chance to apply for
the job.
After giving internal employees a chance, the
position should be advertised publicly by using
internet resources which includes social media,
online job posting sites and online ads. The job
requirement should also be advertised in
newspapers, magazines, classified papers, etc.
(Phillips, J., & Gully, S. M.(2012)
 Pre-employment Tests

Pre-employment tests are designed to minimize

the number of potential candidates. The use of
pre-employment tests removes all unnecessary
interviews, thereby saving the time of the
company.
The questions asked in Pre-employment tests
should always be identical for all applicants and
needs to be applied in the same manner to each
applicant.
(Phillips, J., & Gully, S. M. (2012)
 Interview Questions

The most important thing to consider is

that every question asked should be
legal and relevant to the job.
During the interview, each question
should be identical for every applicants
interview.
(Phillips, J., & Gully, S. M.(2012)
 Types of Interview
There are several kind of interviews. Different interviews serve different
purposes. After deciding the format to be used, the company must use
the same format for all applicants. The different types of interview are:
1. Traditional face-to-face interview
2. Behavioral interview
3. Case interview
4. Telephone interview
5. Panel/Committee interview
6. Group interview
7. Stress interview
8. Lunch/Dinner interview
(Phillips, J., & Gully, S. M.(2012)
 Roles of Interviewers in
the Process
Who all should be present during the interview?
Role(s) of every person associated with the interview should
be well defined.
In case of multiple interviewers, the role of every person
should be properly defined before the interview. The role of
every interviewer should be well defined so that the confusion
and conflicts during the interview can be avoided and the
poor first impression in front of the candidate can also be
avoided.
Every interview should be conducted in a professional, legal,
and ethical manner.
(Phillips, J., & Gully, S. M. (2012)
 Location

The most important is the selection of

location where the interview should be
conducted. The opted place needs to be
in a quiet and distraction-free
environment with no interruptions.
(Phillips, J., & Gully, S. M. (2012)
 Time Duration

The time duration should be almost same for all

the interviews conducted.
Typically, an hour or one and a half hour is the
average time duration of an interview.
The average time duration of an interview does
not matter as an interview can last anywhere
from an hour to a whole business day depending
upon the particular requirements of the job.
(Phillips, J., & Gully, S. M. (2012)
 Final Selection of Top3
Candidates
After all the eligible candidates are
interviewed, the top three applicants will
be selected.
Before making a final decision, the
educational background, years of
experience, level of experience and past
salary of the selected candidate will be
considered.
(Phillips, J., & Gully, S. M. (2012)
 References
Before making the final decision, the references provided by the applicant
should be called and verified. All references needs to be related to
employment. All the questions asked from the references should be related
to the employment of the applicant. Personal references should be avoided
as they will be biased towards the candidate.
The valid questions that can be asked from references are:
Verify the applicants role, position and employment dates.
What was the applicants reason for leaving? Is the applicant eligible for
rehire? Why or why not?
Define the applicants advancement within the company? Did she/he
receive promotions or demotions or was the same role held throughout the
applicants employment as well as their beginning and ending salary.
What were the responsibilities of the applicant? Was the performance of the
applicants job function satisfactory?
(Phillips, J., & Gully, S. M. (2012)
 Post-offer Test
A post-offer test is conducted by an employer to make sure that the
prospective applicant is ready for the job both physically and mentally.
The Post-offer tests often include:
1. Personality, character, integrity, and other qualities testing
2. Psychological testing
3. Medical examinations and inquiries
4. Physical testing
5. Acceptable inquiry
6. Drug and alcohol testing
These post-offer tests allow both the applicant and employer to
determine if the applicant will be appropriate for the offered position.
(Phillips, J., & Gully, S. M. (2012)
 Targeted Start Date

Before declaring a start date, the time

duration for post-offer testing such as
drug testing should also be considered
so that all results can be reviewed.
The start date provides information to
the employee that when will be their
first day in the office.
(Phillips, J., & Gully, S. M. (2012)
 References

Phillips, J., & Gully, S. M. (2012). Strategic

staffing (2nd Edition ed.). Upper Saddle
River, NJ: Pearson/Prentice Hall.