Employee Selection
The human resources, or HR, selection process is important because of the production and performance value companies get by making good hires and the high costs of replacing employees following bad hires. These considerations are especially heightened for small businesses. HR has taken on a more strategic role in many early 21st century companies, with hiring and selection integral to that role.
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Basics
The HR selection process is the strategically planned procedural approach developed by human resources professionals and implemented by organizations when recruiting, evaluating and hiring new employees. The process typically begins when jobs are posted internally and externally. Sometimes recruiting tools are used to draw top-qualified candidates for certain jobs. HR and hiring managers developed screening tools, such as applications, interviews, tests, background checks and reference checks and begin accepting applications.
Selection Criteria
One area of the selection process that is significant and sometimes under-valued is the development of screening tools. The ultimate goal of selection is to hire the candidate who is the best possible match for the job duties and the culture of the company. This makes using the right selection tools and developing them effectively vital. Careful job analysis helps HR professionals better align selection tools with the job. Only tools, criteria and interview questions that help yield the best hire should make it into the selection process.
Costs
Along with finding the best hire, cost efficiency and legal concerns are two main reasons why the HR selection process is so important. When companies make a bad hire, they pay to train and orient a person who ultimately may cause more harm than good if he performs poorly and negatively affects the workplace. The costs to replace a bad hire are
Sponsored Link
Have An Eye For Business?
Choose From 8 Business Majors. Dual-Award Biz Degree In INTI!
NewINTI.edu.my / Business
Basics
The HR selection process is the strategically planned procedural approach developed by human resources professionals and implemented by organizations when recruiting, evaluating and hiring new employees. The process typically begins when jobs are posted internally and externally. Sometimes recruiting tools are used to draw top-qualified candidates for certain jobs. HR and hiring managers developed screening tools, such as applications, interviews, tests, background checks and reference checks and begin accepting applications.
Selection Criteria
One area of the selection process that is significant and sometimes under-valued is the development of screening tools. The ultimate goal of selection is to hire the candidate who is the best possible match for the job duties and the culture of the company. This makes using the right selection tools and developing them effectively vital. Careful job analysis helps HR professionals better align selection tools with the job. Only tools, criteria and interview questions that help yield the best hire should make it into the selection process.
Costs
Along with finding the best hire, cost efficiency and legal concerns are two main reasons why the HR selection process is so important. When companies make a bad hire, they pay to train and orient a person who ultimately may cause more harm than good if he performs poorly and negatively affects the workplace. The costs to replace a bad hire are