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# Selection Procedure on How to Get the Most Qualified Applicants ## Stage 1-Establishing Selection Procedure * Successful employee selection is dependent on a clear understanding of a job's components. ## Stage 2-Identify and Choose Selection Criteria * Identify and choose selection criteria, p...

# Selection Procedure on How to Get the Most Qualified Applicants ## Stage 1-Establishing Selection Procedure * Successful employee selection is dependent on a clear understanding of a job's components. ## Stage 2-Identify and Choose Selection Criteria * Identify and choose selection criteria, predictors and instruments to be used. * Weighting job duties can help the employer assess the qualifications of competing candidates. * Each skill, knowledge area, and ability is rated according to its importance to the job. * A skill may be given less importance if it can be easily acquired or is seldom used. ## Stage 3 - Gather and Evaluate Information About Applicants * Applicant skills can be evaluated through applications, interviews, tests, reference checks, letters of recommendation, and physicals. * Some selection tools are more effective than others, but a combination of tools is usually best. * Factors reflecting worker motivation, such as punctuality and attendance, may be elicited within the interview. * Contacting previous employers may give more reliable information. * If possible, try to verify evidence of specific skills, knowledge, and abilities at more than one point in the selection process. ## Stage 4 - Make Communication Decisions Whether to Select or Reject * Following a thorough selection process enables you to base a decision on substantial data rather than on intuition alone. * It is worth starting over with the recruitment process if you are not satisfied with any of the applicants. * Offering the job to someone "because we've come this far" could mean hiring the wrong person for the job. * Unfortunately, too often, candidates who are not selected for a position never hear from the employer. * Others may find out a position was filled when they see the new employee. * In addition to common courtesy, a reason for promptly notifying all applicants is that firm employers may want to stay in touch with top contenders to fill future openings. * Do not commit yourself to calling all the candidates and letting them know if they got the job or not. * When you telephone candidates, this will raise their hopes, only to be let down a moment later. * Sending thoughtful rejection letters to those who were not selected could be done.