HRM Report: Employee Selection Process and Key Components

This report provides an overview of the employee selection process within an organization, emphasizing the importance of putting the right candidate in the right job. It breaks down the selection process into key components: job announcement, review of applications, initial screening, in-person interviews, and final selection. The report highlights the significance of reviewing employee applications, explaining how it helps managers choose suitable candidates, facilitates employee engagement, and provides insights into the candidate's employment history, references, and educational background. The report concludes by emphasizing the advantages of reviewing applications in the employee selection process, offering insights into the practical application of HRM principles. This report is a valuable resource for students studying human resource management and leadership.

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Human Resource Management
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Table of Contents
Introduction:....................................................................................................................................3
Components Are Included In the Selection Process........................................................................3
Reasons Why the Component Chosen is Considered Most Important............................................4
Conclusion:......................................................................................................................................4
References:......................................................................................................................................5

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Introduction:
The report provides an insight into employee selection process of an organization.
Employee selection refers to the procedure of putting the right candidate in the right job. It is a
method of matching the organizational requirements with the qualifications and skills of the
people (Dipboye & Dipboye, 2018). The report focuses on the components of employee
selection process along with providing a detailed analysis of the appropriate one.
Components Are Included In the Selection Process
The components of the selection process include (Carnes et al., 2019):
Job Announcement: The process of employee selection begins with the boss or the
manager asking the human resource department to fill in a new or vacant position. Here, the
manager acts as the deciding factor on what he or she desires from the job candidate. On
establishment of the job requirements, the human resource department places the advertisements
online or in local newspaper.
Review of Applications of Candidates: This includes reviewing the resumes and
matching the background of the candidate to job requirements since the Companies are found to
receive lots of resumes. The human resource should only take into consideration the resumes that
they find relevant. This will allow the hiring manager in determining the candidates that can be
realistically chosen for the interview.
Initial Screening of the Candidates: In order to save money and time, the interview
begins with a screening over the phone in order to narrow the selected candidates. This is
particularly done for the candidates living outside town.

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Interviewing In-Person: Candidates chosen in the screening interview are often asked
for appearing in the face to face interview. Different organizations adopt different procedures for
undertaking personal interviews.
Final Selection of Candidates: The hiring manager takes decision on selection of the
best fit candidate based on the feedback provided by the human resource. Qualifications are also
one of the criteria for selecting a candidate. In most cases, the hiring manager is found to select a
candidate with whom she is able to work be it their work ethic and candidate personality.
Reasons Why the Component Chosen is Most Important
Reviewing the employee applications acts vital since this allows managers in choosing
the appropriate candidate for job (Burke, 2016). Besides, this also helps the selected candidates
in becoming involved with the employee engagement program and feels connected with the
philosophy and culture of the company. Reviewing the employee applications also allows the
human resource to understand the employment history, professional references and educational
background of the employee (Landers & Schmidt, 2016). In other words, applications acts as
tools for employers since it allows collection of details that allows quick screening of the
abilities and skills necessary for employment.
Conclusion:
On a concluding note it can be said that there are various components of employee
selection process that is adopted by organizations. Amongst them, the report shows the
importance of reviewing the application of employees since it put forward various advantages
that could aid the managers in the process of employee selection.

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References:
Burke, R. J. (2016). Human resource management applications in the developing world:
Empowering employees. Iranian Journal of Management Studies, 9(4), 795-800.
Carnes, A. M., Knotts, K. G., Munyon, T. P., Heames, J. T., & Houghton, J. D. (2019). Think
fast: The role of thin slices of behavior in employee selection decisions. International
Journal of Selection and Assessment.
Dipboye, R. L., & Dipboye, R. L. (2018). Principles of Employee Selection'. In The Emerald
Review of Industrial and Organizational Psychology (pp. 625-673). Emerald Publishing
Limited.
Landers, R. N., & Schmidt, G. B. (2016). Social media in employee selection and recruitment:
An overview. In Social Media in Employee Selection and Recruitment (pp. 3-11).
Springer, Cham.

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