How can you create a successful candidate selection process?

From my experience observing clients conducting the selection process, I think the important questions needed for consideration are: - What (positive) experience do you wish to bring to the candidates? Do you aim to boost your employer branding via such process? - Is the role receiving the attention it truly needs? Sometimes, vacancies are posted without an evaluation on how urgently they need to be filled or vital information to attract talents is not readily prepared. - Are the TA/HRM/the hiring manager willing to invest time to close the selection process as soon as possible? Qualified candidates will not wait for a lengthy interview process and you may leave them with a negative impression if things are not done professionally.

Creating a successful candidate selection process involves planning, sourcing, assessment, selection and onboarding. Key factors include objectivity, transparency, timeliness, diversity, and continuous improvement. Use technology tools, gather feedback, build your employer brand, and partner with other departments for a successful process.

In addition to qualifications and competencies, a well-written job description should contain a salary range, not only for reasons of transparency in an evolving labor market, but so potential candidates may make informed decisions based on all factors involved when submitting applications.

It all comes down to structures hiring. The easiest way to achieve this is using an ATS like Greenhouse, Lever or Ashby, but you can create your own system in a database like Notion or Task management tool like Asana. Greenhouse has a great, free structured hiring guide you can use to outline and customize your own process.

A successful candidate selection hinges on thorough preparation and transparent assessment processes. Different roles require a flexible mix of various methods, including screening, testing, interview, simulation, references, etc. Regardless of the role, interviews are indispensable. Candidates and employers should align on expectations beforehand. Employers should grasp candidates' expectations to articulate the unique values they bring and encourage candidates to research the company and the role, tailoring their experiences and skills accordingly. In multi-session interviews, clarity on each round's purpose and interviewers' responsibilities avoids redundancy, ensuring resource and cost efficiency.

Make sure you ask the same questions in each round of the same interview. The only way to "fairly" compare candidates is to build a benchmark by evaluating them consistently. This means that all candidates go through he same process. Same questions. Same interviewers. Same everything. Provide each interviewer with their own unique set of questions. This helps keeps it more interesting for the candidates and allows you to evaluate more of an individuals skillset in a shorter amount of time.

Evaluating how engaged and interested candidates are for your company and job opening, is crucial. Many things can be trained, but good employees are those that show drive and eagerness to be part of your brand. The simple questions like "what interested you about this job?" or "what do you know about us?" are giving the candidate the opportunity to show how much they are aligned with what you are looking for, and vice versa. Although simple questions, they are meant to evaluate much more that it seems.

Do you have a scorecard? If the answer is no, go make one. If the answer is yes, congratulations! You're one step closer to less biased hiring and better candidate decisions. Scorecards are like KPIs or Metrics. You wouldn't run your business without those, so don't interview without them.

The most anticipatory and anxious moment in a selection process is the final step: selecting the ideal candidate and extending the job offer. I believe that this excitement should be conveyed to the candidate: expressing how thrilled we are to have chosen them, presenting an offer that aligns as closely as possible with their expectations, and always being transparent about salary details, benefits, contract terms, and the desired start date. Equally important as celebrating the newly hired individual is informing the other participants of the outcome, expressing gratitude, and keeping doors open for future opportunities.

In this job market, keeping candidates informed is crucial. More than ever candidates get ghosted and receive no feedback for weeks on end. Be transparent about the process, and of any delays that might happen during the interviewing/CV feedback phase. Being honest with them, be it positive or negative feedback is the best way to ensure a positive and successful candidate experience.

Define Job Requirements: - Tailor descriptions for the role and culture. - Use inclusive language promoting diversity. Design Screening Methods: - Utilize ATS and video interviews. - Develop role-specific skill tests. Conduct Interviews: - Involve a diverse panel. - Ask behavioral questions to assess skills and fit. Evaluate Candidates: - Consider culture fit and growth potential. - Establish a feedback loop. Make the Decision: - Communicate timelines transparently. - Enhance employer brand for a positive experience. Additional Considerations: - Refine based on feedback. - Educate on fair hiring, reducing biases. Blend precision, empathy, and adaptability for effective selection. ??