The Hiring Process

Employee Recruitment and Selection

Natasha Rumph
 The Hiring Process
Produce a
Decide on the amount
comprehensive job Conduct interviews for
of time the interview
description including all potential candidates
will take
job title and objectives

Make the position open

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

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

Decide who will be

Create interview Conduct Post offer Choose the applicant to
conducting the
questions Tests on applicants be hired
interview
 Objectives & Position Title
Before a company can begin hiring for a new position, a
comprehensive job description needs to be created.
During the creation of the job description, the hiring company will
decide on the job requirements for education level, as well as the
experience needed to qualify for the job.
Any/all physical requirements and/or certificates need to be
clearly stated.
The jobs title will be created including the parameters of
responsibility for the job.
(Phillips, J., & Gully, S. M. (2012)
 Recruiting Resources

After the creation of the job description, the position

should be presented internal employees, allowing them the
opportunity to apply for the job.
After the internal employees have had a chance to apply,
the position should be publically advertised utilizing
internet recourses, including social media, online ads, and
online job posting sites. The position should also be
advertised in published resources as well, this includes but
is not limited to newspapers and classified papers.
(Phillips, J., & Gully, S. M.(2012)
 Pre-employment Tests

Pre-employment tests are designed to thin down the

pool of possible candidates. The use of pre-
employment tests eliminates many needless
interviews and saves the companys time.
Pre-employment tests should always ask identical
questions of all applicants and should be applied in
the same manner to everyone who applies.
(Phillips, J., & Gully, S. M. (2012)
 Interview Questions

It is of the utmost importance that every question

asked is legal and pertinent to the job.
Every question that is asked during the interview
needs to be identical for each applicants interview.
(Phillips, J., & Gully, S. M.(2012)
 type of interview
There are a multitude of different kinds of interviews; all of these interviews serve
different purposes. When a company decides on what format they are going to use,
then they must use the same format for all applicants. Traditional face-to-face
interview
1. Behavioral interview
2. Case interview
3. Telephone interview
4. Panel/Committee interview
5. Group interview
6. Stress interview
7. Lunch/Dinner interview
(Phillips, J., & Gully, S. M.(2012)
Roles of Interviewers in the Process

Who will be present during the interview?

Role(s) of everyone involved in the interview need to be made
clear.
If there are multiple interviewers, then each persons role needs
to be clearly defined before the interview. If each interviewers
role is not clearly defined, it can lead to a very confusing
interview due to conflicts, thus creating a poor first impression
for the applicant.
All interviews need to be conducted in a professional, legal, and
ethical manner.
(Phillips, J., & Gully, S. M. (2012)
 location

The location that is selected to conduct the

interviews is of the utmost importance; the selected
location must be a quiet and distraction-free
environment that is free from interruptions.
(Phillips, J., & Gully, S. M. (2012)
 Length of Time

All interviews that are conducted need to be kept close to

the same length of time.
The average interview typically lasts around an hour to an
hour and a half.
Nevertheless, the average amount of time an interview
can take, can ultimately last anywhere from an hour to a
whole business day depending on the requirements of the
particular job
(Phillips, J., & Gully, S. M. (2012)
 Final Selection of Top 3 Candidates

After interviewing all of the eligible applicants, the

selection pool will be thinned down to the top three
applicants.
The final candidates years of experience, level of
experience and educational background, as well as
prior salary, will all be taken into consideration when
making a final decision.
(Phillips, J., & Gully, S. M. (2012)
 References
The applicants references should be called to aid in making the final selection. All references should
be employment-related: all questions asked of the references are to be related to the applicants
employment. Personal references are not to be contacted as they will have a personal bias to the
candidate.
Legal question that can be asked:
Verify the applicants role, title and dates of employment.
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 applicants responsibilities? Was the applicant able to perform their job function
satisfactorily?
(Phillips, J., & Gully, S. M. (2012)
 Post-offer test
By conducting post -offer tests, an employer is able to be sure that a prospective applicant is ready
for the job both physically and mentally.
Post-offer testing lowers job-related injuries.
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

When deciding on a start date, the length of time

taken for post-offer testing, such as drug testing,
should be taken into consideration so that all results
can be reviewed.
The start date lets the employee know when they
need to show up to work for their first day.
(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.