How will you select them?

The earlier steps have been all about driving talent to your applicant pool. You now need to review, compare and identify candidates for the next steps in the process. Your candidates then move through a structured selection process including screens, interviews, and reference and background checks. You are ready at this stage to extend an offer and welcome a new member to your team.

The work done Step 2 of creating competency models in for your positions is critically important to this stage. You have articulated and communicated both minimum and target candidate attributes. This criteria is used to screen candidates to narrow the field. For a larger number of applicants, you may find that doing a higher level pass to filter out unqualified applicants before you do a more detailed review helps. Note things that you found interesting in your first pass. Go to Selection Plan Resource – 6A

Should I phone screen all candidates?

The value of a structured selection system is that it helps you rate and compare candidates using a consistent, reliable and valid approach. Apart from equitability, fairness and legal perspectives of applying a uniform process to all applicants, you want information on all candidates to be based on identical sets of inputs for a truer comparison. A well thought-out phone screen nets extremely useful information and adds to the reliability of the process. It also keeps things from getting confusing later by helping you filter out unsuitable candidates early, narrowing the field further. Go to Phone Screen Resource – 6B

How do I conduct effective interviews?

Using Behavioral Based Interviewing – BBI – using competencies associated with success for this position. Along with some background, motivational fit and functional/technical questions, BBI nets you reliable information which can be rated in conjunction with reference and background checks, experience, qualifications and fit to make a selection of the final candidate(s). Go to BBI Toolkit Resource – 6C

Reference and Background Checks

By many estimates, a significant proportion of candidates provide exaggerated or downright false information in application materials and interviews. You must consider objective information on candidates from past and current professional associations. It is very important to complete these checks before you make an offer and welcome the finalist into your organization. Go to Reference Checks Resource – 6D

Extension of an offer may be the most frequently underrated step in the selection process

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