HR Basics: Selection

Summary

The video script outlines the essential steps in the employee selection process, emphasizing the importance of a systematic approach to hiring. It covers job posting, recruitment, application review, interviews, selection tests, reference checks, conditional offers, and background checks. Each step is detailed with best practices, highlighting the need for a structured and consistent process to attract and select top talent effectively.

Takeaways

• 📝 The selection process is systematic and aims to hire the right person for the right job at the right time.
• 🔍 Eight essential steps define the typical hiring process in organizations.
• 🏷️ Job posting is crucial and should include a headline, narrative, requirements, benefits, and an invitation to apply.
• 📢 Recruitment involves generating a pool of qualified candidates through various methods.
• 📑 Application review is the process of considering all applicants' forms, resumes, and other materials.
• 🗣️ Interviews are a key part of selection, with structured and patterned interviews recommended for consistency.
• 📝 Behavioral or competency-based questions are important in interviews to predict future job performance.
• 📊 Selection tests should be job-relevant, reliable, and valid to measure applicants' knowledge, skills, and abilities.
• 🔎 Reference checks verify applicant information and gain insights into their competencies from past performance.
• 📄 A conditional written offer is a best practice to set expectations and clarify matters discussed during the selection process.
• 🔍 Background checks should be conducted using reputable vendors and must comply with federal and state laws, considering fairness and exceptions for protected classes.

Q & A

What is the main focus of the HR Basics series?

The HR Basics series focuses on highlighting essential information about various Human Resource Management topics.

What is the selection process in hiring?

The selection process is a systematic approach used by organizations to hire the right person for the right job at the right time.

What are the eight essential steps in the typical selection process?

The eight essential steps are: 1) Job posting, 2) Recruitment, 3) Application review, 4) Interview, 5) Selection tests, 6) Reference checks, 7) Conditional offer, and 8) Background checks.

Why is the job posting important in the hiring process?

A job posting is important as it is the first impression prospective candidates have of the organization and can influence the type of candidates attracted.

What are the five critical parts to include in a job posting?

The five critical parts are the headline, narrative, requirements, benefits, and an invitation to apply.

What is the purpose of the recruitment process in hiring?

The purpose of the recruitment process is to generate a pool of qualified candidates for a job by analyzing job requirements and attracting potential employees.

What is the role of interviews in the selection process?

Interviews are used to determine whether the applicant is suitable for the position through a conversation that can range from unstructured to highly structured.

What are the key components of a patterned interview?

A patterned interview includes an opening and overview, experience questions, self-evaluation questions, behaviorally based questions, and candidate questions.

Why are selection tests important in determining job suitability?

Selection tests are important as they are procedures for determining job suitability by examining the knowledge, skills, and abilities of applicants, and they must be job-relevant, reliable, and valid.

What is the primary purpose of reference checks in the selection process?

The primary purpose of reference checks is to verify information provided by the applicant, establish job suitability, and gain insights into the candidate's competencies from someone who has observed them.

What should be included in a conditional job offer?

A conditional job offer should include basic demographic information such as position title, FLSA exemption status, start date, full or part-time status, rate of pay, and reporting relationships.

What are the legal considerations for conducting background checks?

Employers must comply with federal laws under the Fair Credit Reporting Act and state laws on background checks, obtain written consent, and provide applicants with written disclosure during the decision-making process.

Outlines

00:00

📝 Overview of the Employee Selection Process

This paragraph introduces the HR Basics series, focusing on the employee selection process. It outlines the systematic approach organizations use to hire the right person for the right job at the right time. The typical selection process includes eight essential steps: job posting, recruitment, application review, interviewing, selection tests, reference checks, conditional offer, and background checks. Each step is crucial for attracting, vetting, and ultimately selecting new employees. The paragraph emphasizes the importance of a well-crafted job posting, which should include a compelling headline, narrative, requirements, benefits, and an invitation to apply. It also touches on the recruitment process, which involves analyzing job requirements and attracting qualified candidates.

05:03

🔍 In-Depth Look at Selection Tests and Reference Checks

Paragraph 2 delves into the specifics of selection tests and reference checks within the employee selection process. Selection tests are designed to determine job suitability by examining applicants' knowledge, skills, and abilities. These tests must be job-relevant, reliable, and valid, ensuring they measure the intended characteristics consistently and accurately. The paragraph discusses the importance of reliability and validity in selection tests, using the analogy of a dependable automobile to illustrate the concept of reliability. Reference checks are then explored as a way to verify applicant information and gain insights into their skills and competencies from past employers or colleagues. The paragraph advises on best practices for conducting reference checks, including implementing clear policies and standardizing practices. It also addresses misconceptions about the legality of asking for references and the perceived challenges in obtaining candid feedback from references.

Keywords

💡Selection Process

The selection process refers to the systematic approach organizations use to hire the right person for the right job at the right time. It is central to the video's theme, as it outlines the steps organizations typically follow to acquire talent. The script details this process, emphasizing its fluid and flexible nature, and how it is adapted to fit the needs of different organizations.

💡Job Posting

A job posting is the initial step in the hiring process where an organization creates and distributes a notice of a current job opportunity. It is crucial as it sets the first impression for prospective candidates. The script highlights the importance of including a compelling headline, narrative, requirements, benefits, and an invitation to apply in a job posting to attract top-tier talent.

💡Recruitment

Recruitment is the process of generating a pool of qualified candidates for a job. It involves analyzing job requirements and attracting potential employees through various methods. The script mentions that recruitment is essential for reaching a diverse pool of candidates and is a critical component of the selection process.

💡Application Review

Application review involves examining job application forms, resumes, and other applicant materials to consider candidates for a position. The script emphasizes the importance of reviewing all applicants to ensure fairness and compliance with hiring practices, highlighting it as a necessary step in the selection process.

💡Interview

An interview is a conversation between a job applicant and the employer, used to determine the applicant's suitability for the position. The script describes interviews as a popular device in employee selection, with a focus on structured or patterned interviews that ensure consistency among candidate experiences.

💡Behavioral Questions

Behavioral questions are a type of interview question that focuses on relating past job performance to probable future behavior on the job. The script recommends using these questions during interviews to gain insights into an applicant's competencies and how they might perform in the role.

💡Selection Tests

Selection tests are procedures for determining job suitability by examining an applicant's knowledge, skills, and abilities. The script explains that these tests must be job-relevant, reliable, and valid, ensuring that they measure the characteristics important for the job and provide dependable results.

💡Reference Checks

Reference checks involve contacting individuals other than the candidate to verify information and gain insights into the candidate's past performance. The script discusses the importance of reference checks in determining job suitability and the need for a clear policy and standardized practices in this process.

💡Conditional Offer

A conditional offer is a written offer made to a candidate following a verbal offer, which sets expectations and clarifies matters discussed during the selection process. The script suggests using a template for this to ensure consistency in communication and to provide an opportunity for conducting necessary background checks.

💡Background Checks

Background checks explore aspects of an individual's background relevant to specific job requirements. The script explains the importance of using reputable vendors for conducting these checks and complying with federal and state laws, emphasizing the need for careful consideration when basing employment decisions on background issues.

💡Best Practices

Best practices refer to the recommended methods or techniques in a particular field or activity. In the context of the video, best practices are highlighted for each step of the selection process, from job posting to background checks, to ensure that organizations hire the best possible talent effectively and efficiently.

Highlights

HR Basics is a series designed to educate on key Human Resource Management topics.

Selection is a systematic process to hire the right person for the right job at the right time.

The hiring process is flexible and varies between organizations but follows eight essential steps.

Job posting is crucial for attracting top talent and should be engaging and informative.

A job posting should include a headline, narrative, requirements, benefits, and an invitation to apply.

Recruitment involves generating a pool of qualified candidates through various methods.

Application review involves considering all applicants and their materials for the position.

Interviews are a key part of the selection process, used to determine an applicant's suitability.

Patterned interviews ensure consistency among candidates' experiences and interview results.

Behavioral or competency-based questions are essential for relating past performance to future job behavior.

Selection tests must be job-relevant, reliable, and valid to measure important job characteristics.

Reference checks involve talking to others to verify an applicant's suitability for the role.

A clear policy and standardized practices are recommended for effective reference checking.

A conditional written offer is a best practice for setting expectations and clarifying matters discussed.

Background checks should explore aspects relevant to specific job requirements and comply with legal standards.

Employers must obtain written consent and provide disclosure when using background checks for employment.

Customizing the selection process to fit an organization's needs is encouraged.

Transcripts

[Music]

HR Basics is a series of short lessons

designed to highlight what you need to

know about a particular Human Resource

Management Topic in today's HR Basics we

explore selection describing in detail

the typical process used by

organizations to hire

employees selection is the systematic

process of hiring the right person for

the right job at the right

time the typical selection process or

what some might call the hiring process

is a fluid and flexible model for how

organizations attract vet and ultimately

select a new

employee while the selection process

might look somewhat different from

organization to organization there are

eight essential steps or elements that

commonly Define the process of acquiring

Talent let's take a look at the best

practices of employee selection

step one job posting a job posting is

simply creating and distributing a

notice of a current job opportunity this

allows for you to apply recruitment

methods if you're trying to hire top

tier Talent you need to put your best

foot forward the first impression

prospective candidates often have is

your job posting and if it's dull drab

or generic that's likely the kind of

candidates you'll

attract when writing your job posting in

include these five critical Parts the

headline ask yourself why is this a

great place to work the narrative ask

yourself what is the position and why

does it matter the requirements ask

yourself what are the required skills

experience and education a viable

candidate must have the benefits ask

yourself how will you attract the best

candidates and finally the invitation

ask yourself how can they contact you

and apply for more information on on

this model see Gregs how to create a job

posting on the Greg learning YouTube

channel on to step two recruitment

recruiting is the process of generating

a pool of qualified candidates for a job

the recruitment process includes

analyzing job requirements and

attracting employees to that job

recruitment takes place when an

organization tries to reach a pool of

candidates through a myriad of

traditional and Innovative

methods step three application review

once the position has been posted

candidates will apply candidates will

complete an application for each

position and resumés and cover letters

are optional in this process all

applicants must be reviewed and

considered for that particular position

as the term sounds application review is

the process of reviewing job application

forms resumés and various other forms of

applicant

materials then we move into step four

the commonly known interview a job

interview is a selection test that

involves a conversation between a job

applicant and the employer interviews

are the one of the most popularly used

devices in employee selection normally

done in face-to-face meetings an

interview involves asking a job

applicant questions to determine whether

the applicant is suitable for the

position of employment interviews vary

in the extent in which they're

structured from totally unstructured in

freewheeling conversations to a very

structured list of questions the

applicant is asked

I believe your interview needs to be

planned patterned interviews are planned

and structured to ensure cons

consistency among candidate experience

and interview results the following is a

recommended type of patterned interview

of which there are many best practice

suggests that an interview should be

structured or patterned this patterned

interview includes an opening and

overview to begin the interview put the

applicant at ease with appropriate Small

Talk introductions and general organiz

ation and job related

information next experience questions

ask the candidate education and

experience questions to confirm the

applicant's education and experience and

ease the individual into the interview

conversation next self-evaluation

questions have the applicant self-

evaluate or self-reflect on their

knowledge ability and skill levels then

the most important component

behaviorally based questions ask

Behavioral or Competency Based questions

that focus on relating past job

performance to probable future on the

job behavior and then finally candidate

questions in closing give a realistic

job preview and let the applicant

interview you with their

questions step five selection tests in

the simplest terms selection tests are

defined as procedures for determining

job

suitability this is accomplished by

examining the knowledge skills and and

abilities or competencies of applicants

selection tests must be job relevant in

other words the test measures one or

more characteristics that are important

to the job employers typically use

selection tests to accomplish two

primary objectives eliciting an

applicant's undesirable traits and

identifying the characteristics that

most closely match the qualities

required for the

job selection tests must be both

reliable and valid reliability refers to

how Dependable or consistent a test

measures a characteristic if a person

takes a test again will he or she get a

similar test score or a much different

score a test that yields similar scores

for a person who repeats the test is

said to have

reliability really we're asking

ourselves the question are the results

Dependable think of reliability like a

Dependable or reliable

automobile validity is the extent to

which a selection method measures what

it's supposed to measure and how well it

does so an accounting test should

measure accounting Knowledge and Skills

simply stated we are investigating the

job relatedness of the selection measur

so a question we ask ourselves here is

are we measuring what we intend to

measure moving on to step six reference

checks reference checks are uniquely the

part of a selection process that

involves people other than the candidate

since past performance is often the best

indicator of future on the job Behavior

references allow you to talk to others

to determine if the applicant is suited

for the role the primary purpose of a

reference check is to First verify

information provided by the applicant

throughout the selection

process second establish job suitability

and third gain greater insights into

individual candidates skills knowledge

and ability what we call competencies

from someone who's actually observed the

candidate some employers mistakenly

believe that it's unlawful to ask for

references that's simply not true others

fear that reference checking is a waste

of time because former employers won't

reveal a candidate's weaknesses or speak

openly about an individual's performance

to avoid these pitfalls employers should

Implement a clear policy clearly

communicate with everyone involved in

reference checking and standardize job

related reference check practices both

on the giving and the receiving

end this brings us to step seven the

conditional offer as you know candidate

communication is critical so at this

point in time in the selection process a

written conditional offer is a great

practice this written offer would follow

up a verbal offer which would set

expectations for the new employee and

clarify any matters that were discussed

through the selection

process

I suggest that you use a template to

standardize and ensure consistency of

your organization's communication in the

conditional offer process the template

should include basic demographic

information including the following the

position title the flsa exemption status

exempt or non-exempt the start date full

or part-time FTE status rate of pay and

Reporting

relationships this conditional offer

provides the opportunity to conduct job

related and necessary back backround

check procedures to close out our

selection

process and that's what leads us to step

eight background checks background

checks explore the aspects of an

individual's background content of these

checks should relate to specific job

requirements use an outside and

reputable vendor to conduct your

background checks employers implementing

the use of backgrounds must comply with

federal laws under the Fair Credit

Reporting Act as well as their state

laws on background checks the Fair

Credit repor rep in act requires that

employers using consumer reports in this

case background checks for employment

purposes must obtain written consent and

provide applicants with written

disclosure through the decision-making

process so when considering the

administration of background checks you

should first apply the same standards to

everybody second take special care when

basing employment decisions on

background issues that may be more

common among people of certain protected

classes and third be prepared to make

exceptions for problems related or

identified during the background that

were caused by a disability or other

protected class issue now that you

understand these eight steps of a

typical selection process go create a

customized process that works for your

organization in selecting and hiring the

best possible

[Music]

Talent