Know the main phases of the selection process

It is not an easy task to open a vacancy and allocate the time required to go through each phase of the selection process it entails. However, it is something that all companies must consider in order to ensure optimal functioning that allows them to stand out from the competition.

Human capital is undoubtedly the fundamental pillar of any company, and therefore, it must be selected optimally for the successful development of each of the processes that will be carried out once all the phases of the personnel selection process are completed.

The most common questions are, where can I start? Where can I find specialized recruiters? What steps should I follow? Although there is no standard guide for all companies, vacancies, and candidates, we can inform you about the stages that are common in employee recruitment.

Stages of recruitment and personnel selection

The main and most common stages of the recruitment and personnel selection process are as follows: 

1. Creation of the vacancy

Although we have mentioned earlier that there is no standard for the phases of the selection process, it is undeniable to consider that without a need for incorporation, it is impossible to initiate this process.

Therefore, the first step is to clearly identify each of these needs in order to use them as a basis for the job profile description, duration, and tasks to be performed by the candidate. If this profile is created in the most detailed way possible, time and future inconveniences due to non-compliance with agreed terms will be saved.

2. Opening of the vacancy

In relation to our first step, the vacancy is opened, and simultaneously, the search for the ideal candidate begins.
For this phase, each company usually opts for their preferred methodology, whether through mass communication channels such as social media or their website, to avoid receiving multiple resumes and prolonging the process.

However, new trends in personnel selection are emerging that can adapt to the company’s and employee’s needs. Which methodology do you think best suits your needs?

Banner try us without commitment

3. Preselection of candidates

Once the job offer and interested candidates are published, it is necessary for the human resources department to select candidates who meet the majority of the required requirements to fill the vacancy, and at the same time, candidates who apply without meeting the requirements will be discarded.

In the case of digital profiles, this stage can take a lot of time and effort, which companies rarely have. External recruitment sources have been created for this purpose, which are of great help to companies looking to modernize their selection processes. If you are looking for one of these profiles, you should know that TalentFY can help you find the best candidate in less than 10 days. Are you interested?

4. First filter

Generally, the number of filters in the selection processes depends on the size of the company or the position for which the process is being conducted. If your company is growing, we recommend establishing solid foundations when hiring your staff. Consider the values of your company and your long-term goals.

Additionally, the human resources department can carry out aptitude tests, trial calls, language exams, etc., regardless of the size of the company, based on the future tasks to be performed by the employee, in relation to what can be evidenced in the candidate’s resume.

5. Interview

Once the filters requested by your department are approved, an interview is conducted that will determine the candidate’s future in the company.
In the case of profiles specialized in the digital area, such as Artificial Intelligence, a technical test will need to be previously approved, which is not common in traditional selection processes. Once these are successfully approved, a virtual or face-to-face meeting with the candidate takes place.

Generally, these interviews are conducted by the direct supervisor or a highly qualified person to make a decision regarding the qualification of a candidate to be accepted or rejected by the company.

It is important to consider aspects such as the candidate’s soft skills in this phase, understanding these as personal abilities that will allow them to interact with others and will give you the opportunity to learn more about their intentions once they join the company. This will make communication with the interviewee easier and lead you to make the right decision.

6. Hiring

The hiring phase marks the end of the selection process stages. Once the filters and the interview are successfully passed, the final step is the incorporation into the company.

It only remains to inform the candidate of the decision made and for them to accept the agreed conditions. Every detail depends on the company’s labor and legal area, and each contract is determined according to the hired vacancy.

Now that you know the main phases of the personnel selection process and the importance of carrying it out correctly to achieve good results for your company, it is important that you learn more about the service we offer at TalentFY and how easy it can be to find the ideal candidate. What are you waiting for to try the platform?