In this video, learn about the hiring process and the legislation that HR pros must consider.
- Let's say that you find a job that seems to be perfect for you, and you're perfect for it. You update and submit your resume. Then the wait begins, and that wait seems to be forever. It may be frustrating, but as it turns out, the selection process is in place for a very good reason. The selection process begins after a candidate applies for the job. Selection of the best candidate involves extensive vetting to ensure that the candidate meets the success criteria identified when a job analysis was completed.
At each stage of the selection process, the candidate pool narrows until one person is selected to fill the role. The steps in the selection process are to screen, interview, assess, evaluate, select, and offer the job. Your company may follow a slightly different process, however, what I've shared with you is HR best practice and what the PHR exam will test you on. Screening involves ensuring that applicants meet the minimum requirements to interview for the job.
Screening allows HR pros to gather information for reference checks should the candidate move to that stage in the selection process. Next, the interview takes place. This is the step that many organizations rely heavily on to make hiring decisions. HR pros should ensure that interviewers know the type of interview they should conduct, and that they're properly trained in interview techniques. Candidates who successfully pass the interview stage may then be assessed and evaluated.
This may include psychological, personality, illegal drugs, or technical skills tests. During this stage, background checks and reference checks are also completed. If a position requires an assessment, HR pros need to be aware and ensure compliance with several federal laws and guidelines. The Uniform Guidelines on Employee Selection Procedures provides details on how to comply with anti-discrimination laws when administering pre-employment tests.
The spirit of the Uniform Guidelines on Employee Selection Procedures is to define every person's right to fair treatment in the selection process, judged only on their merits and not any physical, religious, or other characteristics stated in Title VII of the Civil Rights Act of 1964. There are multiple other employment laws that also address the selection process that you'll want to be familiar with. Review the selection process section of the Exercise File named Summary of Major Laws of the US Department of Labor for a review of each relevant law.
After a candidate has successfully passed the other stages, the team is ready to select and officially make the job offer. Deciding who to select, involves a careful review of the collected data, such as interview notes and the outcomes of any pre-employment tests. Once the offer is made, candidates who didn't get selected should be notified. Every company differs in how they approach this part of the selection process. Each non-selected candidate should receive either a phone call or a personalized letter letting them know of their status.
Being this transparent helps your employer brand and encourages highly qualified candidates to keep a positive impression of your organization in case you'd like to keep them in the pipeline for future positions. However, based on the volume of applicants, it may make more logistical sense to email a standard rejection letter. Most applicant tracking systems have the ability to automate this. As you can see, from posting to making the hire, PHR candidates are intricately involved in the selection process.
Take the time to get comfortable with this area so that you feel adequately prepared for your test.
- Modeling ethical standards
- Managing legal risks
- Finding and interviewing candidates
- Designing training and measuring its effectiveness
- Designing total rewards
- Promoting diversity and inclusion
- Employee engagement strategies
- Managing complaints and grievances
- Implementing workplace programs