The 10 Important Steps in Selection Process of an Employee

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    Every organization needs a good workforce to function properly and selection process of an employee is crucial for to ensure it. However, an organization cannot just appoint anyone willing to work. The organization has to select the right candidate who is fit for the job and also meets the company’s requirements. This process of hiring is called selection.

    What is the Employee Selection Process? 

    The employee selection process is the process of choosing the best candidates for open positions within a company. This process usually begins with a job posting, which is followed by screening and interviewing candidates. The final step in the process is usually a background check.

    Important Steps in Selection Process of an Employee

    The first step in the employee selection process is creating a job posting. This job posting should include a detailed description of the position, as well as the qualifications and skills that are required. Once the job posting is created, it should be posted in places where potential candidates are likely to see it.

    The next step in the employee selection process is to screen candidates. This involves reviewing resumes and cover letters to identify candidates who meet the qualifications for the position. Candidates who meet the qualifications will then be interviewed. Next step is to create interview structure using structured Interviewing tool like BarRaiser. During the structured interview process, questions should be asked that will help to assess whether or not the candidate is a good fit for the position.

    The final step in the employee selection process is to conduct a background check on the candidate. This background check will help to ensure that the candidate does not have any criminal history or other red flags that would make them unsuitable for the position.

    Steps in the Selection Process of Employees

    1. Job applications

    The first step in the selection process is to review job applications. This is where employers will get an initial idea of who is interested in the position and their qualifications. Employers may also use this opportunity to narrow down the pool of candidates.

    Next, employers will typically conduct interviews. This gives employers a chance to get to know candidates better and to ask them more specific questions about their qualifications. After the interview, employers will decide who to hire.

    Finally, employers may require candidates to take a skills test or other assessment. This step is designed to confirm that candidates have the skills and knowledge necessary to perform the job. Once all of these steps have been completed, an employer will decide who to hire for the position.

    Also Read: Cost of a bad hire and how to avoid bad hires

    2. Application screening

    The next step in the selection process is to screen applications. This helps to identify which candidates have the necessary qualifications for the job.

    3. Screening calls

    The next step in the selection process is screening calls. This involves reviewing resumes and cover letters to identify candidates who meet the minimum qualifications for the position. Once a list of qualified candidates has been compiled, the next step is to conduct phone interviews.

    4. Assessment test

    The next step in the selection process is an assessment test. This test is designed to evaluate the skills and abilities of the candidates. It can be a written test, an oral test, or a practical test. The assessment test helps the employer identify the candidates who are best suited for the job.

    5. Interview

    The next step in the selection process is a video interview. This is where potential employees interview with representatives from the company to learn more about the job and see if it’s a good fit for them.

    Companies use video interview platform for the interview where potential employees will be asked various questions about their qualifications, work experience, and goals. They will also be given a chance to ask questions about the job and the company. 

    After the interview, the company will decide whether or not to move forward with the candidate. If they are chosen to move forward, they will be asked to participate in additional steps of the selection process, such as a written test or a second interview.

    Also Read: Top Video Interveiw tools for hiring

    6. Background check

    A background check is an important step in the selection process for an employee. This check can help to identify any red flags that may be present in an applicant’s past.

    Some things that may be included in a background check are criminal history, credit history, employment history, and educational history. Checking an applicant’s background can help to ensure that the person is qualified for the position and will not pose a risk to the company.

    In some cases, an applicant may have a clean background check but there may still be some concerns. In these cases, it is important to weigh all of the information before making a decision.

    Also Read: How to do a background check on someone

    7. Reference check

    A reference check is an important part of the selection process for an employee. This is when the employer contacts the references that the applicant has provided to find out more about their work history and skills.

    The reference check helps the employer to get a better idea of the applicant’s work history and whether they would be a good fit for the job. It also allows the employer to find out more about the applicant’s character and whether they would be a good fit for the company culture.

    8. Medical examination

    This examination is conducted to ensure that the candidate is physically and mentally fit for the job. The medical examination includes a physical examination, a psychological evaluation, and a drug test.

    9. Final decision

    The final decision in the selection process of an employee is made by the employer. However, several steps lead up to this decision.

    First, the employer will identify the skills and qualifications that are required for the position. They will then create a job posting and advertise it to potential candidates.

    Next, the employer will review resumes and applications to narrow down the pool of candidates. They may conduct initial interviews with promising candidates to get to know them better.

    After that, the employer will invite the most qualified candidates for a second interview. This interview is usually more detailed and focuses on specific questions about the job.

    Finally, the employer will decide and extend an offer of employment to the candidate they have selected.

    Also Read: How to do evidence based hiring ?

    10. Offer letter

    The offer letter is a document that outlines the terms of employment, including salary, benefits, and job duties. It also includes information about the company, such as the company’s mission and values.

    The offer letter is important because it helps to ensure that both the employer and the employee are on the same page regarding the terms of employment. It also helps to protect both parties in case of any disputes that may arise.

    Once the offer letter has been signed by both parties, the employee is officially hired and can begin their job.

    The selection process is a critical part of any business and should be given the time and attention it deserves. By following these ten steps, you can be sure that you are making the best possible choice for your next employee.


    In conclusion, the candidate selection process plays a pivotal role in building a talented and capable workforce for any organization. By following the ten important steps outlined above, employers can ensure a thorough and effective selection process that leads to the hiring of the best-suited candidates. Starting with the initial step of defining job requirements and position specifications, employers can then proceed to craft compelling job descriptions and advertisements to attract qualified candidates.

    The subsequent steps involve sourcing candidates, screening resumes/CVs, conducting interviews, and administering assessments and tests to evaluate their suitability. Reference checks and background checks are vital in validating the candidate’s credentials and ensuring a reliable hiring decision. Finally, the selection process concludes with extending the job offer and facilitating a smooth onboarding experience for the new employee.

    Recognizing the importance of each selection steps and implementing thorough processes for hiring new employees significantly improves the likelihood of finding top talent. While the initial step in the selection process involves defining job requirements, subsequent steps build upon this foundation, ultimately aiming to select the most qualified and suitable candidate. By adhering to these selection process steps, organizations can increase their chances of recruiting individuals who will contribute to their success and growth.

    Frequently Asked Question

    Q-1: What is the most important step in the selection process?

    Ans: The most important step in the selection process is conducting thorough interviews and assessments. It enables employers to evaluate candidates’ skills, qualifications, and suitability for the organization, leading to better hiring decisions.

    Q-2: What are the steps in the employee selection process?

    Ans: The steps in the employee selection process usually involve defining job requirements, creating job descriptions, finding candidates, reviewing resumes/CVs, conducting interviews, performing assessments/tests, checking references and conducting background checks, making the final decision, extending the job offer, and onboarding the new employee. These steps ensure a comprehensive and efficient selection process to identify the most suitable candidates for the organization.

    Q-3: What are the 3 types of recruitment?

    Ans: The three types of recruitment are internal recruitment, external recruitment, and third-party recruitment. Internal recruitment involves filling job positions from within the organization by promoting or transferring current employees. External recruitment involves finding candidates from outside the organization through methods like job postings, career fairs, and online platforms. Third-party recruitment refers to outsourcing the hiring process to external agencies or recruiters who specialize in finding suitable candidates for job openings.

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