Hi, and welcome back.
As you may know a good selection processes
is key in finding talent.
And it forms the backbone
for effective performance management.
In today's bite, we'll take a closer look
at the selection process
and some of the best practices for designing a process
that will help you find the best candidates.
The selection process is aimed
at finding and hiring the best candidates for job openings
and it's often depicted as a funnel.
50 candidates may apply for a function,
five of them are invited for an in-person interview,
and one person is eventually selected.
The selection process always starts with a job opening.
Once this is published and advertised,
candidates hopefully start flowing in.
This is also where the selection funnel starts.
This funnel consists of seven stages.
One, the application.
Once a job advert is live candidates can apply.
The amount of people applying depends, among other things,
on the company, the specific job you're hiring for,
and the availability of work and workers.
Two, screening and pre-selection.
The second step is in the initial screening of candidates.
This can take place in multiple ways such as
by a resume screening.
This is the most commonly known technique
and it helps in determining whether or not candidates comply
with the criteria for the job.
There are various great tools available
that can do the resume screening for you
saving you heaps of time.
Another option is using phone screening and chat bots.
After the initial resume screening,
there's often a phone screening.
This helps to align expectations
between the candidate and the employer.
Since this is a fairly standard procedure,
a chat bot can also take care of asking these questions.
A third possibility is using pre-employment assessment tool.
These kinds of tools can include cognitive testing,
a job sample, or other tests that help to predict
a quality of a new hire.
The goal of this second stage of the selection funnel
is to reduce the number of candidates
from a large group to a manageable group of people
that can be interviewed in person.
This brings us to the third phase, the job interview.
The job interview involves candidates
being interviewed by the future manager,
colleagues, and usually also a recruiter.
It offers insights into a person's verbal fluency
and sociability while also providing both the candidate
and the hiring manager the opportunity to ask questions
about the job, the company, the culture
and anything else they may want to know about.
Four, the assessment.
When used well, an assessment is a highly accurate
and reliable tool to select the best candidates.
Good assessments are, for instance,
a general mental ability test
or a personality test that uses
the five factor model of personality.
Other assessments include work sample tests,
integrity tests, and job knowledge tests.
Five, references and background check.
At this stage, you have reduced a long list of candidates
to a short list of one to three people
which is an essential next step in the reference check.
Reference checks are an excellent way to confirm
your perception or doubts about a candidate.
The use of a background check is commonly used
for government functions and other jobs
that involve access to highly confidential information.
Otherwise, the use of background checks
tends to be culturally determined.
Countries like the US tend to use them
more than most European countries, for example.
Six, the hiring decision.
And then it's decision time.
Which candidate has the greatest
future potential for the organization.
A hiring decision is best made on a data driven approach.
In practice, this means predefined criteria
on which each candidate is rated during the process.
Seven, the job offer and contract.
Once the hiring decision has been made by the company,
the selection process isn't over yet.
After all, the candidate still needs to accept the offer.
At this point though, the company should have
all the information necessary for the candidate to say yes.
If the candidate ends up saying yes
and the employment contract is signed by all parties
the selection process will finally
be successfully completed, congrats.
Before you go, a word about metrics is in order.
There are several important metrics
that should be tracked during the selection process
in order to keep improving
and optimizing your selection funnel.
Think for instance of time to fill and 90-day attrition,
candidate experience and quality of hire.
And that was it for today's bite
in which you've learned what a talent management system is
as well as why and how you should
use one in your organization.
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and I'll see you soon in our next learning bite.