A 6-Step Practical Guide to The HR Selection Process

HR Selection Process

A 6-Step Practical Guide to The HR Selection Process

Table of Content 

  1. Introduction
  2. What is a Human Resource Selection Process?
  3. Is Human Resource Selection Process Necessary?
  4. A 6-Step Practical Guide to the HR Selection Process
    • Step-1: Job Posting
    • Step-2: Initial Screening of Candidates
    • Step-3: Interview
    • Step-4: Background Checks
    • Step-5: Medical Exams
    • Step-6: Selection and Job Offer
  5. Conclusion 


Every company, despite its size, strives to get the best people to work for their organization. Having the right people can reduce turnover costs, foster business growth, maximize productivity and increase profitability.

Therefore, the recruitment and selection process of hiring candidates needs to be effective. It is one of the prime functions of HRM and involves various steps to hire a candidate. This article is a step-by-step guide to the human resource selection process used in India.

What is a Human Resource Selection Process?

Every time an organization has a job opening, the HR department uses appropriate measures to select the right candidate to fill the position.

This can be done through a job posting on social channels, advertisements, referral programs, etc. However, getting the best candidates to apply for the position is just one of the functions of human resource management.

The department still needs to go through a set of hiring processes called the human resource selection process. It involves a series of steps that the HR department uses to hire the best employees for the open position. 

Is Human Resource Selection Process Necessary?

An effective hiring process is an excellent business strategy that can save high costs in the long run. Hiring the right person for the right job is one of the most important functions of HRM.

When suitable candidates become part of the organization, they perform better, and their chances of retention increase. Here are some reasons why the HR selection process is necessary:

  • Helps to hire the best talents 
  • Collects prospects’ data for future openings
  • Recturits candidates with skills and qualities for the job
  • Ensures business operations are not disturbed
  • Helps to expand the company’s talent pool
  • Displays strong professionalism in the company
  • Saves the company’s cost and time

A 6-Step Practical Guide To the HR Selection Process

Step-1: Job Posting: One of the primary functions of Human resource management is to keep track of the empty positions in the company and post job ads accordingly.

The posting includes desired qualifications, required experience and background in the industry, job description, and more.

Once these are decided, the HR department posts recruitment ads on various platforms and channels. LinkedIn, Craigslist, Newspapers, and Job Fairs are common places for job postings.

Step-2: Initial Screening of Candidates: Once HR receives several resumes, the initial screening starts narrowing down the candidate pool.

A good HRMS software can easily sort candidates based on their profiles. This helps to weed out less qualified, less experienced, or irrelevant resumes from the lot.

Resume screening is followed by phone (or video) screening. The recruiter may ask questions related to pay structure, timings, potential starting date etc., to screen the most suitable candidates to call for the interview.   

Step-3: Interview: One of the most important functions of HRM is to screen candidates through an interview.

The HR personnel can either set up in-person or online interviews based on the initial screening. Most companies follow structured or unstructured patterns for interviews.

Candidates get a pre-set of standardized questions in structured interviews, while unstructured interviews may include open-ended and spontaneous questions. Interviews are an excellent way to check all the qualification boxes required for the ideal candidate. 

Step-4: Background Checks: The HR manager will narrow the list to the best-suited finalists once the interviews have been completed.

At this point, it’s time for background checks of these candidates. The organization’s personnel department may call the candidates’ references and verify their credentials by asking some quick relevant questions. These questions may be related to the candidate’s behavior, performance, regularity, character, and more. 

Step-5: Medical Exams: The next step in the selection process involves a medical examination of the candidate(s).

The organization needs to know if they are mentally and physically suitable to perform their duties at a specific job.

Some tests may include hearing and vision, drug, physical, and psychological exams. The results of these tests are kept confidential by the HR department and only shared if needed. 

Step-6: Selection and Job Offer: The final functions of HRM include selecting and offering appointment letters to the selected candidates.

Once the candidate passes the medical qualification and technical tests, the recruiter will draft the offer letter and send it to the candidate.

It is an official appointment letter confirming the candidate’s selection for the job. The letter contains all information related to the designation, salary, working hours, payroll details and more. Once the candidate accepts and signs the appointment letter, they officially become the organization’s employee.  


A good selection process will ensure the organization gets the best talent to fill the opening positions. It will eventually increase the productivity and efficiency of a company.

Hence, following a thorough selection process is essential for all functions of human resource management.

Many HRM software in India can simplify some of these functions of HRM, such as posting jobs, initial screening, and onboarding process. HRM software can do a great job of speeding up selecting the right candidate.

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