{"id":157,"date":"2019-07-10T16:22:30","date_gmt":"2019-07-10T16:22:30","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=157"},"modified":"2024-04-25T01:22:56","modified_gmt":"2024-04-25T01:22:56","slug":"the-selection-process","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/the-selection-process\/","title":{"raw":"The Selection Process","rendered":"The Selection Process"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss the selection process<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-612\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/02185304\/resume-2163673-1024x873.png\" alt=\"Illustration of a person holding up 6 resumes.\" width=\"350\" height=\"298\" \/>Whether your framework is personnel policies or software settings, the selection process involves moving candidates through the recruiting process and identifying the best candidates for the job. Along the way, screening and assessment techniques are used to eliminate candidates that either don\u2019t meet the stated minimum requirements or aren\u2019t a good fit for cultural or other (i.e., job requirements or salary expectations). The goal is to ensure that those candidates who are invited to participate in a face-to-face interview are, in fact, highly qualified and, ideally a promising fit from a cultural standpoint.\r\n\r\nThere are four primary techniques for evaluating potential candidates, that also represent phases in the selection process:\r\n<ol>\r\n \t<li style=\"font-weight: 400;\"><strong>Evaluation by Association.<\/strong> Use the posting location\u2014i.e., an industry or professional association-specific job site\u2014as an initial screen.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Application.<\/strong> Conduct an initial assessment based on review of a candidate\u2019s cover letter, resume and application. May also include review of a candidate\u2019s business (i.e., LinkedIn) and\/or social networking (i.e., Facebook or Twitter) profiles. To avoid investing time assessing a candidate that isn\u2019t viable, incorporate pre-screening questions that require the candidate to attest that he or she meets the stated minimum criteria. In this phase, the objective is to eliminate candidates that don\u2019t meet the basic requirements for the position based on fundamental factors including minimum experience and education, salary expectations and\/or willingness to relocate or meet work schedule requirements, if applicable.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Assessment.<\/strong> Conduct a preliminary assessment of skills. This can be done in conjunction with or subsequent to the application review process. Depending on position requirements, a more in-depth assessment of a candidate\u2019s level of skill and aptitude may be appropriate.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>Screening Interview.<\/strong> An initial telephone interview is a second level of active screening that\u2019s used to assess the candidate\u2019s objective and motivation, relevant education and experience and to get a sense for the candidate as a person. In the course of approximately 20\u201330 minutes, an interviewer can confirm application and resume details and assess a range of soft skills\u2014for example, active listening and communication\u2014as well as engagement and overall level of poise and professionalism. The objective is to eliminate candidates that don\u2019t warrant the time and cost of an in-person interview or in-depth skills assessment.<\/li>\r\n \t<li style=\"font-weight: 400;\"><strong>External Verification.<\/strong> Verify stated educational qualifications and check references.<\/li>\r\n<\/ol>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/012e046d-b401-4403-ac6f-f9994f694721\r\n\r\n<\/div>\r\nAs mentioned in prior sections, many of these steps can be automated. HR infrastructure provider Ideal\u2019s Head Data Scientist Ji-A Min notes that automating candidate screening can also solve the resume black hole or \u201cignore\u201d problem, citing the statistic that, on average, 65% of resumes received for high-volume positions are never reviewed.[footnote]Min, Ji-A. \"<a href=\"https:\/\/ideal.com\/candidate-screening\/\" target=\"_blank\" rel=\"noopener\">How Automated Screening Solves the \"Ignore\" Problem.<\/a>\" Ideal. December 7, 2016. Accessed July 26, 2019.[\/footnote] Given labor shortages and the cost of recruiting, that\u2019s a critical break-down in the system. Min highlights the following benefits of automated candidate screening:\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Reduced time to hire\u2014which also reduces the likelihood of losing talent to faster-moving competitors<\/li>\r\n \t<li style=\"font-weight: 400;\">Higher candidate quality\u2014based on review &amp; ranking of all resumes received<\/li>\r\n \t<li style=\"font-weight: 400;\">Improved candidate experience\u2014allows for rapid identification of and engagement with the most qualified candidates as well as timely feedback to those who are eliminated (but may be viable candidates for future opportunities)<\/li>\r\n<\/ul>\r\nAs Workforce Management Principal Analyst Cliff Stevenson notes, the benefits of automation are not only time savings; human capital management systems \u201calso allow for the type of data collection and analysis that is intrinsic to the legalities of modern HR.\u201d[footnote]Stevenson, Cliff. \"<a href=\"http:\/\/www.brandonhall.com\/blogs\/benefits-automation-hr-compliance\/\" target=\"_blank\" rel=\"noopener\">Why is Automation So Important for Wage and Labor Law Compliance? Data Collection and Analysis<\/a>.\" Brandon Hall Group. March 9, 2016. Accessed July 26, 2019.[\/footnote]","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss the selection process<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-612\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/07\/02185304\/resume-2163673-1024x873.png\" alt=\"Illustration of a person holding up 6 resumes.\" width=\"350\" height=\"298\" \/>Whether your framework is personnel policies or software settings, the selection process involves moving candidates through the recruiting process and identifying the best candidates for the job. Along the way, screening and assessment techniques are used to eliminate candidates that either don\u2019t meet the stated minimum requirements or aren\u2019t a good fit for cultural or other (i.e., job requirements or salary expectations). The goal is to ensure that those candidates who are invited to participate in a face-to-face interview are, in fact, highly qualified and, ideally a promising fit from a cultural standpoint.<\/p>\n<p>There are four primary techniques for evaluating potential candidates, that also represent phases in the selection process:<\/p>\n<ol>\n<li style=\"font-weight: 400;\"><strong>Evaluation by Association.<\/strong> Use the posting location\u2014i.e., an industry or professional association-specific job site\u2014as an initial screen.<\/li>\n<li style=\"font-weight: 400;\"><strong>Application.<\/strong> Conduct an initial assessment based on review of a candidate\u2019s cover letter, resume and application. May also include review of a candidate\u2019s business (i.e., LinkedIn) and\/or social networking (i.e., Facebook or Twitter) profiles. To avoid investing time assessing a candidate that isn\u2019t viable, incorporate pre-screening questions that require the candidate to attest that he or she meets the stated minimum criteria. In this phase, the objective is to eliminate candidates that don\u2019t meet the basic requirements for the position based on fundamental factors including minimum experience and education, salary expectations and\/or willingness to relocate or meet work schedule requirements, if applicable.<\/li>\n<li style=\"font-weight: 400;\"><strong>Assessment.<\/strong> Conduct a preliminary assessment of skills. This can be done in conjunction with or subsequent to the application review process. Depending on position requirements, a more in-depth assessment of a candidate\u2019s level of skill and aptitude may be appropriate.<\/li>\n<li style=\"font-weight: 400;\"><strong>Screening Interview.<\/strong> An initial telephone interview is a second level of active screening that\u2019s used to assess the candidate\u2019s objective and motivation, relevant education and experience and to get a sense for the candidate as a person. In the course of approximately 20\u201330 minutes, an interviewer can confirm application and resume details and assess a range of soft skills\u2014for example, active listening and communication\u2014as well as engagement and overall level of poise and professionalism. The objective is to eliminate candidates that don\u2019t warrant the time and cost of an in-person interview or in-depth skills assessment.<\/li>\n<li style=\"font-weight: 400;\"><strong>External Verification.<\/strong> Verify stated educational qualifications and check references.<\/li>\n<\/ol>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_012e046d-b401-4403-ac6f-f9994f694721\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/012e046d-b401-4403-ac6f-f9994f694721?iframe_resize_id=assessment_practice_id_012e046d-b401-4403-ac6f-f9994f694721\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<p>As mentioned in prior sections, many of these steps can be automated. HR infrastructure provider Ideal\u2019s Head Data Scientist Ji-A Min notes that automating candidate screening can also solve the resume black hole or \u201cignore\u201d problem, citing the statistic that, on average, 65% of resumes received for high-volume positions are never reviewed.<a class=\"footnote\" title=\"Min, Ji-A. &quot;How Automated Screening Solves the &quot;Ignore&quot; Problem.&quot; Ideal. December 7, 2016. Accessed July 26, 2019.\" id=\"return-footnote-157-1\" href=\"#footnote-157-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> Given labor shortages and the cost of recruiting, that\u2019s a critical break-down in the system. Min highlights the following benefits of automated candidate screening:<\/p>\n<ul>\n<li style=\"font-weight: 400;\">Reduced time to hire\u2014which also reduces the likelihood of losing talent to faster-moving competitors<\/li>\n<li style=\"font-weight: 400;\">Higher candidate quality\u2014based on review &amp; ranking of all resumes received<\/li>\n<li style=\"font-weight: 400;\">Improved candidate experience\u2014allows for rapid identification of and engagement with the most qualified candidates as well as timely feedback to those who are eliminated (but may be viable candidates for future opportunities)<\/li>\n<\/ul>\n<p>As Workforce Management Principal Analyst Cliff Stevenson notes, the benefits of automation are not only time savings; human capital management systems \u201calso allow for the type of data collection and analysis that is intrinsic to the legalities of modern HR.\u201d<a class=\"footnote\" title=\"Stevenson, Cliff. &quot;Why is Automation So Important for Wage and Labor Law Compliance? Data Collection and Analysis.&quot; Brandon Hall Group. March 9, 2016. Accessed July 26, 2019.\" id=\"return-footnote-157-2\" href=\"#footnote-157-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-157\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>The Selection Process. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Modification of Untitled. <strong>Authored by<\/strong>: Jhonatan_Perez. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/vectors\/resume-unemployed-job-unemployment-2163673\/\">https:\/\/pixabay.com\/vectors\/resume-unemployed-job-unemployment-2163673\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Pixabay License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-157-1\">Min, Ji-A. \"<a href=\"https:\/\/ideal.com\/candidate-screening\/\" target=\"_blank\" rel=\"noopener\">How Automated Screening Solves the \"Ignore\" Problem.<\/a>\" Ideal. December 7, 2016. Accessed July 26, 2019. <a href=\"#return-footnote-157-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-157-2\">Stevenson, Cliff. \"<a href=\"http:\/\/www.brandonhall.com\/blogs\/benefits-automation-hr-compliance\/\" target=\"_blank\" rel=\"noopener\">Why is Automation So Important for Wage and Labor Law Compliance? Data Collection and Analysis<\/a>.\" Brandon Hall Group. March 9, 2016. Accessed July 26, 2019. <a href=\"#return-footnote-157-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":12,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"The Selection Process\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Modification of Untitled\",\"author\":\"Jhonatan_Perez\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/vectors\/resume-unemployed-job-unemployment-2163673\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Pixabay License\"}]","CANDELA_OUTCOMES_GUID":"47bb1329-4fcc-48dd-a680-d396befffd7e, 371aab87-0545-47e2-ac3f-85cf6d68da15","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-157","chapter","type-chapter","status-publish","hentry"],"part":145,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/157","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":8,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/157\/revisions"}],"predecessor-version":[{"id":3346,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/157\/revisions\/3346"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/145"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/157\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=157"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=157"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=157"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=157"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}