What is the selection process?

The selection process in organizations is directed towards finding the right talent for vacancies within
the organization. Typically, it is akin to filtering through a series of funnels to find the solution via
elimination.

The goal of the recruitment and selection process at organizations is to find

and hire the best candidates for job openings. This process has a funnel

structure. Imagine you are seeking a new hire for a role – your current

employee decided to pursue another opportunity. You need to find a

replacement. 50 people apply to your job opening. You select five of them to

interview and finally, one person gets the job offer.

Your organization’s candidate selection process always starts with a job

opening. Every job opening should have a clearly defined function profile.

Based on the job description, this should include criteria like how many (if

any) years of work experience are needed, educational background, and

proficiency in certain skills.

Once you publish and advertise your job opening, candidates flow in –

hopefully! This is where the selection funnel starts. The selection process in

HRM occurs via a series of steps that candidates move through. A typical

funnel consists of seven stages. Of course, not every candidate makes it

through to every stage. Let’s go over these stages one by one.

1. Application

2. Screening & pre-selection

3. Interview
4. Assessment

5. References and background check

6. Decision

7. Job offer & contract

The 7 stages of the selection

process
1. Application
After you’ve created a job advert – and double-checked it for any errors – it’s

ready to be posted. Candidates can now apply but the number of

applications, the quality, and diversity of those who do, can vary hugely. The
number of applicants can range between zero and thousands, depending

primarily on the size of the company, the type of job and the industry, and on

how successful your sourcing strategy and employer brand are. Internal

factors such as pay rates, opportunities for progression and benefits like

health insurance, have a considerable impact as well. Google, for example,

receives around 3 million applications a year. This means that on average

more than 400 people apply per job opening.

But the number and quality of applicants also depend on your job advert. The

way a job ad is written, meaning how informative, engaging and inclusive it

is, directly impacts the people you attract. All job adverts should use gender-

neutral language and you should consider if higher education is an absolute

necessity for applicants.

2. Screening & pre-selection

The second step in the recruitment and selection process is the initial

screening of candidates. The goal of this second phase is to reduce the pool

of candidates from a large group to a manageable group of between 3-10

people that can be interviewed. This can happen in multiple ways.

Resume screening

The most commonly known technique is resume or CV screening. Resume

screening helps to assess if candidates comply with the criteria needed for

the job. If you require 5+ years of work experience and you see that a college

graduate applied, you can easily rule out this person.

If you work in the HR department of a large company, CV reviewing can be

time-consuming. Using software is an efficient and cost-effective way to

manage this challenge. Options range from built-in resume screening

tools that are part of an ATS to resume screeners that use artificial

intelligence to predict the quality of hire. Be careful not to overuse this kind

of technology though. You need to ensure that it is regularly reviewed for

bias.

Pre-selection or pre-employment assessments

Pre-selection is a powerful screening method that helps to weed out

potential mismatches. Dedicated pre-selection tools provide assessments

that can include cognitive testing, a job simulation, or other tests that help

to predict the quality of the new hire. Sometimes the resume screening is

included in these tools

3. Interview
The third step in the candidate selection process funnel is the best known

and most visible of them all: the job interview. A job interview involves the

candidate being interviewed by their direct manager or the recruiter (or both)

to assess how well-suited they are for the role.

The interview offers some insight into a person’s verbal fluency and

sociability. It also provides the opportunity to ask the candidate questions

related to the job and it presents the opportunity to sell the job to the

candidate.
Interviews may be carried out virtually over the internet, or in person. Many

companies nowadays carry out a first stage remote interview, with a final in-

person interview as the last stage in assessment. The company and

candidates benefit from lowering costs, and more efficient time

management. The pandemic and shelter-in-place orders have pushed many

companies to conduct all interviews remotely, which will likely continue well

into the future.

Types of interviews

There are two main types of interviews, an unstructured and a structured

interview. In a structured interview, a standardized set of questions is used.

This provides the interviewer with a uniform method of recording information

and standardizing the rating of the applicant’s qualifications.

1. Informational Interview
In an informational interview the objective is to seek advice and learn more about a particular employer,
sector or job. Interviewing experts in their field is one more way to add to your employment knowledge
base. As a result, gaining this information means you are more prepared. It is also an excellent way of
networking and adding to your contacts.
2. Screening or Telephone Interview
Phone interviews – these types of interviews are proving to be a more cost effective way to screen
candidates. Slots range from 10 to 30 minutes. Firstly, prepare for it as if it is an open book exam.
Secondly, make sure you have your CV, the job description, list of references and prepared answers noted
in front of you. A large part of communication is visual and as they can’t see your body language, it
critical to have positive and sharp answers delivered with enthusiasm. Finally, don’t forget to ask what
the next step will be.
3. Individual Interview
Often referred to as a “personal interview” this is the most common type of interview and is usually held
face to face at the company’s offices. Find out the approximate length of the interview in order to
prepare; they range from 30 to 90 minutes. Shorter interviews will mean delivering concise answers that
are to the point. On the other hand longer interviews allow you more time to go into detail and support
your answers with examples.
4. Small Group or Committee Interview
These types of interviews mean meeting a panel of decision makers at once. This can be daunting and
intimidating if you are not well prepared in advance. However, more than one interviewer means
efficiency and an opportunity for different opinions of the same answer. Try to build a rapport with each
member of the panel and be sure to make eye contact with everyone not just the person asking the
question. It is also worth trying to find out the names and roles of those on the panel.
5. The Second or On-Site Interview
The second interview means you have been successful on the first occasion and they would like to know
more. As a result, these types of interviews can be longer, some lasting half or a full-day. They often
mean meeting three to five people which can include Human Resources, the line manager, office staff and
the head of department. Most importantly, be ‘on the ball’ and show enthusiasm! Try to find out as much
as possible about the agenda for the day as this will go some way to making you feel less anxious about
the whole process. This is usually the last stage before an offer of employment is made.

6. Behavioral-Based Interview
Known as Critical Behavioral Interviewing (CBI), the theory is that past performance in a similar
situation is the best predictor of future performance. This method of interview probes much deeper than
the usual interviewing techniques. Have specific examples ready that highlight your attributes in core
areas such as teamwork, problem-solving, communication, creativity, flexibility and organisational skills.
However, be structured in your answers and explain your examples in terms of the situation, the task, the
action you took, and the outcome achieved.
7. Task Oriented or Testing Interview
These types of interviews are structured in a way that allows you to demonstrate your creative and
analytical abilities in problem solving through varied tasks or exercises. It may include a short test to
evaluate your technical knowledge and skills. Other tasks can be delivering a presentation to a group to
determine your communication skills. Relaxing is key!
8. Stress Interview
This method of interview is rare and involves the interviewer baiting you to see your response. The aim
is to highlight your weaknesses and see how you react under pressure. Tactics can vary from constant
interruptions and odd silences to provoking and challenging interrogation-type questions used to push you
to your limits. Moreover, it is worth asking yourself do you want to work for an organisation that is
willing to go this far even before an offer is put on the table?

Evaluating interviews

Besides having standardized questions, a common method used in interviews

is the STAR method. This method offers a structured way to retrieve

information from the candidate. STAR is an acronym for:

 Situation. Have the candidate describe the situation that they were in.

 Task. What goal was the candidate working towards?

 Action. Have the candidate describe in detail what actions they took to

make the best of the situation and complete their task.

 Result. Have the candidate describe the outcome of the action and ask

what the candidate learned.

The STAR method is great to test the candidate’s experience in different

situations that are relevant to the job. If a candidate needs experience in

managing different shareholders, an example question could be: Describe a

situation in which you had to manage different shareholders. Using the STAR

method you can then easily test the candidate experience in these

situations.

Using this method to test for the key competencies of the job is highly

recommended. Indeed, asking multiple candidates the same question

enables you to easily compare how much experience they have in these key

competencies from their previous jobs.

. 4. Assessment We’ve briefly discussed assessments in the

second step. Where the pre-selection, or screening, is used to roughly weed

out the least suitable candidates, the full assessment is usually more

accurate.

Common assessments are a General Mental Ability (GMA) test (also known

as an IQ test) and a Five-Factor Model of Personality test. Higher IQ is

associated with faster learning and higher top performance. This means that

for high IQ candidates the Time to Optimum Productivity is lower and

candidates are likely to perform better. While these assessments can be a

part of your pre-selection process, many organization choose to conduct

them in later stages of the hiring process.

5. References and background check

By this point, you have reduced the long list of candidates to a shortlist of

one to three candidates. An essential step in the candidate selection process

is reference checking.

Reference checks are a way to confirm the accuracy of what a candidate has

told you, and your impressions of them. Ask the candidate to give you

references and follow up on these. If during the interview you have doubts

about a certain competency or skill, the reference check is an excellent way

to gather more information from a different perspective.

A background check is commonly used for government departments and

other jobs that involve access to highly confidential information, such as

healthcare roles. Countries like the US carry out more reference checks than

most European countries, for example.

The background check can be a prerequisite before applying, and be a part of

the pre-selection. An example is a confirmation of good conduct or other

criminal record checks for teaching positions and other roles that involve a

high responsibility for others. These checks help to eliminate people who

have done or may abuse their duty of care over vulnerable people.

6. Decision
The next step in the recruitment and selection process is making the

decision; choosing the candidate with the greatest potential for the

organization. Sometimes this means picking someone less qualified at the

moment – but who is committed to growing and staying with the organization

for longer.

You should use a data-driven approach to make the hiring decision to make

your selection process as fair as possible. In practice, this means pre-defined

criteria by which every candidate is rated against during the selection

process. The best candidate is then chosen and given an offer. Usually, the

hiring manager makes the final decision. It may also involve input from other

managers, and colleagues.

7. Job offer & contract

After your company has made a decision, the selection process isn’t over.

The (ideal) candidate still needs to accept the offer!

At this point, the organization should have all the information that will make

the candidate likely to say yes. Hopefully, you will have gleaned this

information from the various screenings (if applicable) and job interviews.

The offer is then made to the candidate. If they accept the offer, you draw a

contract and have both parties sign it. Only when the employment contract is

signed by all parties, is the selection process complete.

ETHICS
What is Ethics in HRM
Ethics in HRM is whereby human resource professionals or business managers help an
organization embed and uphold its set values regardless of levels. This is so that they can be
able to build, sustain, and improve employee trust and relations. For instance, encouraging
accountability is one of the elements that will prevent arising of workplace issues in the first
place.

Ethical Issues in Human Resource Management

As mentioned earlier, embracing ethics in HR is crucial for successful business operations.
However, remember that ethical issues are challenging to handle, and the best way to avoid
them is to understand what they are and what to do to prevent their occurrence. Below are
some of the ethical issues to note.

1. Unfair employee benefits and compensation plans

2. Discriminatory practices based on gender, race, disability, age, etc.

3. Biased recruitment practices whereby a human resource manager favors recommended

individuals or those with personal relations.

4. Interfering with employees’ personal lives that they do not intend to disclose. This can include
religious beliefs, political preferences, etc.

Role of Ethics in Human Resource Management

It is important that you understand the role of ethics in human resources to effectively run a
business. Besides encouraging employee collaboration and accountability, here are the
essential functions of ethics in human resource management.

1. Abide by Employment Law

HR ethics helps you conduct business in line with the employment law due to fair employment
practices. For instance, policies related to minimum wage and employee overtime pay show that
your company compensates employees in accordance with the law. In addition, policies against
discrimination attract applicants from diverse groups, thus indicating that you engage in
fair employment practices.
2. Protecting Your Employer Brand/Reputation
Conducting business unethically can ruin your reputation since word will spread everywhere
about your misdeeds. These can include sexual harassment, discrimination, unfair employment
policies, etc. As a result, not only will you be able to lose important clients, but attracting quality
talent for various positions will be a challenge. That being said, build your reputation with the
best HR ethics activities and keep your business ahead of the competition.

3. Promotes Employee Retention

HR ethics and compliance in the organization promote trust among the employees. As a result,
your workers will be loyal and strive to impress you by putting more effort into work. In addition,
they will work in your organization for more extended periods, thus gaining more experience that
contributes to increased production. More importantly, hiring and recruiting costs will be
reduced.

4. Better Decision Making

Business ethics in human resource management encourages collaboration and accountability.
As a result, employees will be able to be accountable for their actions, allowing you to easily
make the best organizational decisions. What’s more, workplace conflicts that tend to occur
more frequently will also reduce since no employee will want to be in the spotlight as a
troublemaker at all times.

Ethics in Human Resource Management Examples

The role of HR in promoting ethics is to encourage the best code of ethics and lead by example
for smooth business operations. Note that there are different types of ethics in HRM, and below,
we have shared some of the significant ones to help you effectively manage your business.

 Guide, encourage, and mentor your employees to be on their best workplace behavior.

 Be respectful and always talk to them privately whenever they conduct themselves
unethically.

 Keep communication as honest and transparent as possible to gain your workers’ trust.

 Encourage social responsibility.

  Do not take advantage of your position for any gain whatsoever, whether financial,
personal, or material. Simply put, avoid being biased.

Employee Relations

What Is Employee Relations?

When it comes to employee relations, an HR department has two primary functions. First,
HR helps prevent and resolve problems or disputes between employees and management.
Second, they assist in creating and enforcing policies that are fair and consistent for everyone
in the workplace. Employee relations refers to an organization’s efforts to fulfill these
functions and create and maintain a positive relationship with its employees.

By maintaining positive, constructive employee relations, organizations hope to keep

employees loyal and more engaged in their work.

Typically, an organization’s human resources department manages employee relations

efforts; however, some organizations may have a dedicated employee relations manager.

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A vibrant company culture which supports and nurtures employees—and helps your
organization achieve its goals.

What Does an Employee Relations Job Involve?

Typical responsibilities of an employee relations manager include:

 Acting as a liaison or intermediary between employees and managers

 Creating or advising on the creation of policies around employee issues, including:
o Fair compensation
o Useful benefits
o Proper work-life balance
o Reasonable working hours

Examples of Employee Relations

 Workplace Conflicts: Disagreements and disputes between employees are common and
typically result from ineffective communication. HR departments and employee relations
managers can’t please everyone; however, if conflicts arise and dissatisfaction increases,
managers or leadership are responsible for resolving them quickly.
 Workplace Bullying: If a simple conflict escalates into bullying, immediate action must be
taken. The consequences of letting bullying occur on the job are low employee performance,
increased absenteeism, and bad brand reputation (not to mention potential legal action).
Bullying reports should be taken seriously, and investigations may need to be initiated.
 Workplace Safety: If accidents happen in the workplace, an employer may be held liable for
injuries, medical leave, or lost wages. Additionally, the company can suffer monetary losses
from lower production. Promoting and immediately addressing workplace safety issues is a
top employee relations concern.
 Poor Time Tracking: If employees are constantly complaining that their working hours are
not counted correctly (or if managers suspect dishonest hour tracking from employees), it
needs to be investigated immediately. Federal wage and hour violations are illegal and need
to be taken seriously.
 Pay Raise Requests: Declining or ignoring pay raise requests increases the likelihood of
disgruntled employees and high turnover rates. Even if your organization offers fair wages,
consider all pay raise requests to see if there is room to offer a raise or other perks instead.

Why Is Employee Relations Management

Important?
Employees can’t work well together without positive relationships with their colleagues and
leadership team. Proper relationship management helps build effective teams where everyone
respects each other, collaborates, listens to new ideas, and works together seamlessly.

To maintain positive employee relations, organizations must first view employees as

stakeholders and contributors in the company. Adopting this perspective encourages
management and executives to seek employee feedback, value their input, and consider the
employee experience when making business decisions.

How to Handle Employee Relations Issues

1. Create an Employee Relations Strategy

An employee relations strategy is a way to maintain a balance between employers and
employees by creating an environment conducive to each group’s needs. Employers want
 productivity and performance; employees want acknowledgment and appreciation. A good
employee relations strategy will help both get what they want.

At a minimum, your strategy should include the following KPIs:

 Number of recognitions
 Number of complaints
 Complaint response time
 Quarterly benefits and compensation data compared to competitors
 Employee satisfaction
 Employer performance

2. Listen to Employee Feedback

There are many types of employee relations issues, and the way to handle them can vary
depending on the issue. However, there are some general guidelines to follow. One is to
listen. Give your full attention and focus on what is being said vocally and physically before
taking appropriate action.

3. Educate and Communicate

Make sure to educate and communicate with employees to maintain positive employee
relations. The more your employees know the rules and expectations, the better. Consistency
across the board is key here. If some employees have privileges over others, no one will care
what you say.

4. Ensure Compliance
Finally, document everything. Keeping accurate legal and employee records is vital for
employee relations issues. You will likely find yourself needing to refer back to them, and
they will be especially useful if an employee lawsuit is brought against the company.

PREPARED BY:KALEEM
KHAN