Given are few steps necessary to select a right candidate:

1) Application
This is the first and very basic step in the recruitment and selection process. You ask application from candidates using a variety of methods to find the suitable ones. Applications can be gathered by online advertising on job and career portals like Naukri.com or through professional networking. Once the process of application is completed, screening interview is the next big task.

2) Screening Interview

Screening Interview saves time for both candidates as well as the organization. Screening Interviews are done prior to any selection process, where applicants who appear to meet the qualification or other eligibility criteria of a firm are kept into consideration. These interviews are usually telephonic in nature. Straightforward questions that would help determine candidate’s appropriateness for a particular job are asked. It is then determined whether a candidate matches the required skill criteria or not. If a candidate fails to prove himself, the process ends there whereas if a recruiter finds the candidate to be suitable for the job, the process further moves to the third round.

3) Selection Tests

Selection Tests are used to identify skills that cannot be identified during an interview. These tests help in rating an applicant on the basis of aptitude, abilities, personality, motivation, and honesty. Selection tests are designed to be reliable and valid in predicting an applicant’s capabilities.

4) Personal/ Group Interview

Personal or Group interviews are conducted to determine an applicant’s ability to perform. A successful interviewer must know how to ask the right kind of questions in order to get the relevant information; he/she must also be a good listener. An interviewer can learn a lot about a candidate on the basis of his/her past performances. It helps one to know about the graph of that individual’s performance during several jobs. Once the interview is done, Reference check becomes the next important step.

5) Reference Check

Reference checks is a critical part of the whole process. Information that an individual provides during the interview is biased and includes only the facts that the applicant wishes you to know. Reference check helps a recruiter to ensure that the right candidate is hired. It is a process of clarifying, verifying and adding data to what has been learned about the candidate in the interview and other selection processes. This information should be kept confidential and must not be revealed to the candidate.

6) Job Offer

Once the hiring manager decides on the candidate who seems to be most suitable for the job vacancy, it is important to inform the candidate about pre-employment matters like background inquiries, pre-employment health-checkup etc. An employment offer/ offer letter should always be in writing in order to document the terms of your agreement with your employee.

7) Evaluate the whole process

Once the recruitment process comes to an end, organizations must focus on evaluating the whole process to ensure that it is cost-effective, timely and also that you have hired the right person.

There are certain things one must think about:
a) How long did it take to fill the position?
b) What was the footfall?
c) Whether methods used were cost-effective?
d) What is the usual time that a new employee takes to get up to speed?

Once these questions have been answered, it is also important to check whether the hired candidates decide to stay with your organization for long or not. If not, then what are the changes you must do to ensure the same?

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1) Failure to identify organizational selling points
It is important to put one’s self in the candidate’s shoes while recruiting them. It is necessary to identify the benefits of joining one’s organization and then being able to present the same to the candidates. It becomes the duty of managers to inform the candidates about accomplishments or challenges that can be found in a job, failure to do this will lead to failure in attracting candidates towards your firm.

2) Failure to stay in touch
It is important to stay in touch with the candidates till the recruitment and selection process reaches its end. Failure to do the same might form a wrong image in the mind of candidates as it might indicate lack of interest in going towards the next step and this might lead to loss of a potential candidate.

3) Failures to conduct an effective in-person interview
At times the judgment based on the first impression might be wrong. Shy and introvert candidates might be misjudged due to their reserved behavior whereas extrovert candidates might lead interviewers to focus on personality instead of skills. Therefore, it is important to plan things well in advance. Ensure that the questions formulated will be effective in confirming talent and skills of a candidate and then train your interviewers accordingly to avoid ‘Hiring a wrong person’.

4) Failure to conduct reference check
Reference check must be on the priority list of a recruiter, failure to which leads to gaps in information and leaves a recruiter with no option of comparison. References are important for confirmation of the various skills that candidates offer.

Failures to implement a good recruitment process results in hiring a wrong candidate.

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