In HR Why Is the Selection Process Important?

by Neil Kokemuller ; Updated September 26, 2017
HR typically provides the procedures and framework for the organization's hiring processes.

The human resources (HR) selection process is important to short-term and long-term success of an organization because employees are generally regarded as your most valued assets. Recruiting and hiring the candidates that fit best with your company has a tremendous impact on its success.

Selection Basics

The HR selection process refers to the specific procedures implemented and steps taken by an organization to hire workers. Typically, it begins with careful job analysis and description. Applications are received and screened by HR professionals or hiring managers. After an initial screening, qualified candidates are asked to participate in the hiring process, which can include interviews, work samples and testing. Common final steps include reference calls and background checks.

Hiring Quality Employees

A main reason to have a well-designed and implemented selection process is to optimize hiring success. Developing a thorough job analysis helps you know what you are looking for. Each selection tool used to evaluate candidates should add value to your ability to effectively determine which candidate is the best match for the position. Bad hires cost companies significant money because of the need to reinvest in the hiring process and new employee training.

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Critical Success Factors

One of the main considerations for an organization is deciding whether to hire for talent or fit. Some companies hire employees with talent or expertise and build the company around the collective abilities of the employees. Others hire employees that are the best fit for the organization's established ways of doing things. Generally, both the company and employees benefit when a new hire is a match of ability, interest and cultural fit.

Legal Considerations

Another critical reason to have strong selection processes is for legal protection. Title VII, a 1964 employment law, outlines groups of people legally protected from employment discrimination. When HR professionals design selection processes, they typically try to create fair and impartial processes that give all candidates equal opportunity to get the job. Only asking interview questions and using selection tools that relate to the job helps avoid discrimination. For instance, asking a female candidate about her plans to have kids in the near future could lead to legal trouble as this question is typically construed as discriminatory to women and not applicable to the job.

About the Author

Neil Kokemuller has been an active business, finance and education writer and content media website developer since 2007. He has been a college marketing professor since 2004. Kokemuller has additional professional experience in marketing, retail and small business. He holds a Master of Business Administration from Iowa State University.

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