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The Selection Process Guide: Steps and Types

21 min read

selection process

In an era marked by pandemic challenges and pervasive layoff trends there is a renewed focus on mental health and the establishment of remote work as the new normal. Hiring managers across the globe are grappling with one constant question:  

“Where can we find the right talent?” 

72% candidates assert that the smoothness of an interview process is the final decisive factor behind accepting the job offer. 

In this current era of talent war, organizations must prioritize their recruitment and selection process to emerge victorious. 

But before sharpening this, knowing the real meaning behind the terms is essential. 

So, what is selection? 

Human Resource selection, or simply selection, is the process of choosing qualified candidates to fill the open positions in a firm. 

But how do you identify the right fit? 

By assessing them!  

Thus, selection is choosing people by assessing their skills and matching the results with the job requirements. 

Selection is the process in which candidates for employment are divided into two classes – those who are to be offered employment and those who are not.

– Dale Yadar

In the words of Decenzo and Robbins, the selection process has two main objectives: 

  1. To predict which job applicants would be successful if hired. 
  2. To inform and sell the candidate on the job and organization. 

Now that the entire air surrounding the term is clear let’s delve deeper into the other intricacies of the process. 

Recruitment and Selection 

As you are aware, recruitment and selection is the process of bringing human resources into the organizations. These two are interdependent processes guided by an organization’s policies. 

In the words of Dale Yoder, “Recruitment is the process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.” 

But if they are similar, why use two different terms? 

While the functions of recruitment and selection sound similar, they are quite different. 

Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization, making it positive in nature.

Selection, on the other hand, is negative, as it tends to filter out only the best hiring options.


Here are the key differences between Recruitment and Selection: 

Recruitment vs Selection 

Key Criteria Recruitment Selection 
Objective Attract a maximum number of candidates for the job. Choose the best candidates out of the applied ones. 
Process Positive, as it creates a large applicants pool. Negative, as it rejects most of the candidates from the pool. 
Technical Difference Not intensive, lower skill level. Specific skill set like using selection tests, conducting interviews, etc. 
Outcome Application pool Final candidates who are hired. 

Importance of Selection Process 

The impact of a wrong hiring decision is disastrous.  

Find it hard to believe? 

SHRM survey states that a bad hire can lead to a 39% drop in employee morale, a 34% decrease in productivity, and 25% financial wastage. 

This makes an efficient selection process the most critical asset of your organization. 

An efficient selection process also serves the following benefits: 

  1. Boost organizational productivity 
  2. Decrease the overall cost 
  3. Build a positive employer brand 
  4. Tackling the legal troubles.

selection process importance

1. Boost organizational productivity 

An efficient selection process ensures the right candidate is hired for the job. A candidate with the appropriate skills and experience will perform the job effectively, boosting overall productivity. 

2. Decrease the overall cost 

 A bad hire can cost companies 1/3 of their overall revenue. This can be avoided by a smooth selection process, reducing training costs, employee turnover, and other overhead expenses. 

3. Build a positive employer brand 

55% of candidates reject the job offer due to a bad interview experience. A streamlined selection process enhances the overall organizational reputation, making it the ideal choice for top talent in the market. 

4. Tackling the legal troubles 

A sound, fair, and transparent selection process ensures all the legal prospects, like education criteria, skill needs, and DEI protocols are handled. This avoids any legal burdens in the future. 

Well, now that you truly understand the impact of a good selection process in your organization. Let’s discuss the key steps in the process.  

Steps in the Selection Process 

While most firms follow different steps in the selection process. In India, the most common steps are as follows: 

  1. Application Pool 
  2. Preliminary Screening and Interview 
  3. Application Form 
  4. Selection Tests 
  5. Interview 
  6. Background Investigation 
  7. Physical Examination 
  8. Final Decision 
  9. Evaluation 

selection process steps

1. Application Pool 

All the applicants gathered from the recruitment process establish an application pool that guides the selection process. In this stage, most applicants are attracted to ensure that many options are available. 

2. Preliminary Screening and Interview 

The candidates are interviewed to gather information about their education, skills, and experience. This helps eliminate the complete misfit, saving time and resources for the organization. 

3. Application Form 

An application form helps the organization gather basic information about the candidate, helping them verify the information provided in the resumes. It also helps organizations in developing talent pool of their own for future reference. 

Basic information collected in Application Forms:

  • Biographical Data – Name, Family identity, date and place of residence, age, gender identity, marital status, etc.
  • Educational Qualification – Degree, Certification courses, special training programs, correspondence courses, etc.
  • Work Experience – Previous work experience, nature of job, job role, responsibilities handled, projects, assignments, etc.
  • Salary and Benefits – Present and expected
  • Other miscellaneous items – Previous employment references, name and address of companies, etc.

4. Selection Tests 

Organizations hold different kinds of selection tests to test the employees’ skills and verify the information they provide. It helps understand candidates’ aptitudes, mindsets, interests, and personalities. 

Most common types of tests:

  • Aptitude Tests – Capacity and talent of candidates measured.
  • Personality Tests – Personality traits like cooperativeness, emotional balance, etc., are tested.
  • Interest Tests – Likes, dislikes, and common interests of candidates.
  • Performance Tests – Demonstrate the specific skills and ability for the job role.
  • Intelligence Tests – Mental capacity of candidates determined regarding reasoning, grasping power, and sound judgement-making.
  • Knowledge Tests – Depth of proficiency in education, like engineering, accounting, etc., tested.

5. Interview 

An interview evaluates the candidate’s potential based on their oral responses. It is structured like a formal, in-depth conversation between the interviewer and the interviewee and involves a two-way exchange of information. 

Principles of Interviewing:

  • A proper environment that is comfortable and private.
  • The interviewer must be aware of the non-verbal cues and focus on rapport building.
  • Pre-plan the interview after reviewing the job specifications and job descriptions.
  • Determine the specific objectives and the method of interviewing.
  • Ask open-ended questions, encouraging the interviewee to speak.
  • Attentively listen and answer the interviewee’s needs.
  • Maintain a written record of the entire interview process.

6. Background Investigation 

The next step involves checking the background information of the selected candidates. This can be done by contacting former employers to confirm the work records and obtain job-related information and professional behavior. However, many managers consider the background information data biased, often influenced by a personal vendetta. 

7. Physical Examination 

In this step, the employees undergo a physical or medical examination by the organization’s physician or medical officer. However, the rules regarding these tests have recently changed with the prevalence of remote work culture. 

Modern policy used the physical examination not to eliminate applicants, but to discover what jobs they are qualified to fill. The examination should disclose the physical characteristics of the individual that are significant from the standpoint of his efficient performance of the job he may enter or of those jobs to which he may reasonably expect to be transferred or promoted. It should note deficiencies, not as a basis for rejection, but as indicating restrictions on his transfer to various positions also.

Dale Yoder on Modern Physical Examination System

8. Final Employment Decision 

The names of the final selected candidates are sent to the respective departmental heads, and they send the offer letters to the candidates based on the specific requirements of the job role, nature of work, and other benefits offered.  

If a selected candidate rejects the offer letter, the HR department calls the next prospect on the waiting list!

9. Evaluation 

After the selected candidates report to their jobs, a periodic audit tests their efficiency in the new job role. This helps in assessing the effectiveness of recruitment and selection processes.  

Now that you have designed the ideal selection process for your firm, is your work done?  

Well, NO, because what if it fails?  

Then, let’s find the metrics to make your selection process more impactful! 

6 Selection Metrics that Matter

You have designed a selection process for your organization, but how do you test its effectiveness? 

Well, by measuring it! 

Selection metrics define the parameters to measure the effectiveness of your organization’s selection process, making it an essential factor to consider and include in your HR reports. 

The six of the most prominent kind are: 

  1. Time-to-fill 
  2. 90-day attrition 
  3. First-year attrition 
  4. Candidate experience 
  5. Selection process funnel effectiveness 
  6. Quality of hire 

metrics of selection process

  • Time-to-fill 

This metric focuses on the time it takes to find and hire a candidate from when the job requisition is approved until the candidate accepts your offer. The longer the time to fill it out, the more you need to work on making your selection process more efficient. 

  • 90-day Attrition 

What will be a clear indication of a bad hire? If the candidate resigns within the next three months. The cost of this decision ranges from 50% to almost 200% of their yearly salary. So, HR managers must treat such incidents with the utmost care and prominence to avoid them in the future. Conduct a precise analysis of communication channels, onboarding process, and management culture to understand the real reason behind it. 

  • First-year Attrition 

It is like the 90-day attrition, where the observation is expanded over a year. 

  • Candidate Experience 

Knowing how the candidates would rate their experience in your selection process is essential. Candidates are often fans and/or customers of your brand, so they want to work for you in the first place!  

Hence, knowing how happy or unhappy the candidates are with their experience becomes essential. 

  • Selection process funnel effectiveness 

It helps to know the funnel’s effectiveness since the selection goes through a funnel with multiple steps.  

You don’t want 50% of your applicants to pass the interview stage. Otherwise, you’ll be interviewing for the entire year! The yield ratio is a recruiting metric that shows the percentage of candidates that move from one stage to the next in the recruitment process. The yield ratio is a valuable way of examining how efficient your candidate selection process is. 

  • Quality of Hire 

This metric measures how well the new hire performs in their job after a year. Their reporting manager usually rates this in the annual performance review. If the quality of hire is consistently good, it indicates that the selection process works. 

Best Hiring Software for Candidate Selection

Now that the new normal of work is taking shape, the expectations of candidates are also taking shape. With remote work and more shift towards digitalization of every aspect of work, a selection process that’s manual and driven by excessive paperwork sounds mundane and inefficient! 

But what is the solution? 

Shift to Hiring Software! 

But what will a Hiring Software do?  

Hiring software streamlines the entire selection process by reducing manual efforts, paperwork, human error, and biases and easily connecting every aspect of the process. 

What should be your key expectations from your Hiring Software? 

Key Features How will this help your business? 
Requisition Management It helps streamline the requisition process, bringing stakeholders together for faster approvals, transparency, reduced time delays, and improved workforce planning. 
Jd Creation by AI It saves recruiters time by automating the creation of compelling job descriptions, facilitating stellar JDs with a click and eliminating the need for endless browsing. 
Candidate Pool Management Efficiently find the right-fit candidate in seconds from your organization’s existing talent pool. This saves time and reduces the need for reworking on previously screened resumes. 
Job Boards Broaden your hunt for the perfect candidate by effortlessly posting job requirements on multiple sites with a single click, expanding your reach and increasing the chances of finding the ideal fit. 
Hiring Flow Management Customize the hiring stages to align with your organization’s needs. This feature allows you to add multiple stakeholders, delete unnecessary stages, and define new tasks and responsibilities, providing flexibility and ease of management. 
Automated Workflows Clearly define roles and responsibilities for everyone involved in the hiring process, automating tasks and introducing efficiency. This ensures a smooth and streamlined workflow. 
Calendar Integration Automatically integrate with Google or Teams calendar to minimize scheduling conflicts and provide candidates with a world-class interview experience. This enhances coordination and professionalism. 
Offer Letter Management Effortlessly manage offer letters, automate the entire process, and enhance inter-departmental communication for quicker decision-making. This ensures a seamless transition from candidate selection to onboarding. 
Career Portal Builder Create a lasting impression on potential talent and increase conversion rates by 100%. This allows organizations to showcase their brand and culture effectively through customized career portals. 
Analytics and Reporting  Define and measure key metrics to assess the efficiency of your selection process. Generate reports to gain insights and make continuous improvements on the go, ensuring a data-driven approach to hiring. 
Integrations Effortlessly integrate with third party applications and multiple platforms, tailoring the selection process to your organization’s needs. This adds flexibility and efficiency to the overall hiring needs. 


Want a similar software for your organization? 

But where will you find software that has all these features? 

Keka HR is your answer. 

Keka HR, the SME HR tech leader, streamlines the hiring process for organizations of all sizes. With user-friendly features, customization options, and comprehensive capabilities, Keka HR is the ideal solution for your hiring needs. 

Explore the new era of workforce management with Keka HR – sign up for a free demo and witness it in action! 

Wrapping It Up 

Selection is an indispensable part of the hiring process, making it essential for organizations to invest their time and resources.  

With Keka HR at your disposal, ensure efficiency with automation and allow strategic alignment with workforce mapping. Embrace a new future in workforce management and embark on a journey towards successful and informed hiring 

Happy Hiring! 

Frequently Asked Questions (FAQs) 

Q1. What is the Selection process? 

The selection process is the culmination of a series of steps taken by employers to assess the suitability of candidates for an open position and choose the most eligible one based on their qualifications, skills, and suitability. 

Q2. What are the key steps in the selection process for hiring employees? 

The key steps in the selection process include job analysis, creating accurate job descriptions, advertising across various platforms, conducting interviews, checking references, and making the final hiring decision. 

Q3. What is the difference between Recruitment and Selection? 

The basic point of difference being that while recruitment involves attracting candidates to apply for the open positions, selection involves hiring the most qualified candidates from the pool of applicants. 

Q4. What are pre-employment assessments, and how do they impact the hiring process? 

Pre-employment assessments are tests used by employers to assess candidates’ skills, qualifications, and suitability for vacant positions. They help streamline the entire process by efficiently choosing the most qualified candidates. 

Q5. What is the significance of a cover letter in the application process? 

A cover letter plays a crucial role in the application process, as it introduces the applicant, highlights their qualifications and skills, provides context, and allows them to express their suitability for the open positions. 

Q6. What are the different selection tests in the selection process? 

A few types of selection tests are: 

  • Aptitude tests – to assess candidate’s skills 
  • Personality tests – to gauze the personal traits 
  • Interviews – to evaluate their communication skills 

Table of Contents

    Meet the author

    Anwesha Panja

    Content Writer

    Anwesha Panja is a Content Writer at Keka Technologies. She has a passion for crafting captivating pieces around the latest HR trends. With a love for mysterious and spine-tingling things, she spends her free time exploring haunted locations. She is also a bookworm and an avid Sherlock fan.


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