Selection process of HR manager

Expected Applicants:- 1000

Posting Closes

Once yousubmit your application, you must wait for thejob postingto close. When government agenciespost jobs they almost always have an application deadline. They do this so they can manage how many applications they receive and so they can move forward with the hiring process without adding additional applicants throughout the process.

In the interest of fairness, human resources departmentsstick to closing datesand do not allow managers to consider late applications unless all late applications are accepted. There is no fair reason to accept one late application and not another if both applicants turn in applications that meet the minimum requirements listed on the job posting.

Applications are Screened

Once the human resources department knows they have all the applications the organization will consider, they read each application to make sure that each candidate meets the minimum requirements specified in the job posting. For instance, if the posting said that the new hire must have a bachelors degree, ahuman resources specialistwill remove from consideration all applications where the applicant does not show completion of a bachelors degree. Therefore, it is important for applicants to ensure that they clearly outline how they meet theknowledge, skills and abilitiesrequired for the job.

List of Finalist is Compiled

Once all the applications have been screened for the minimum requirements, thehuman resources departmentand thehiring managerwork together to make ashort listoffinalists. For the sake of equity, the decisions are based on the information included in the applications.

Written Test

Short listed finalists are called for the written test via post letters to further narrow the search of the perfect candidate. After the test employer gets the finalists they would like to interview.

Interviews are Scheduled

The human resources department orthe hiring managercalls applicants who earned an interview. If an applicant chooses to withdraw from the process, the organization may decide to either interview the next most qualified candidate who did not earn an interview at first or continue the process with one less finalist. The decision largely depends on how close the next most qualified applicant was to being chosen for the original group of finalists.

Necessary Background and Reference Checks are Conducted

At this point in the process many organizations conduct background andreference checks. It does not make sense to perform these checks on all the applicants from both cost and staff time perspectives. Once the finalists are selected, the checks can be performed on the small group. The benefit of running the checks at this time is so that there is no added delay if the chosen finalist turns down the job offer. Some organizations wait until they are ready to make a job offer until they run the checks so they do not incur the cost of running checks on individuals they will not hire.

Interviews are Conducted

Groups of finalists are usually composed of three to five people. The number of finalists to be interviewed and how many people will be conducting theinterviewslargely determines how long theinterview processwill take. If a handful of finalists will be interviewed and there is only one interviewer, it may only take a week to conduct all the interviews. The more finalists and interviewers, the more difficult it is to accommodate the schedules of all involved.

New Hire is Selected

After the interviews have been conducted the interviewer or theinterview paneldecides which finalist will receive the job offer as well as the rank order of the other finalists in case the chosen finalist declines the job offer.

Job Offer is Extended

A job offer is extended to the chosen finalist. This is usually done verbally so that salary and start datenegotiationscan happen quickly. A letter documenting what the hiring manager and chosen finalist agreed to is sent to the chosen finalist to formally accept.

Job Offer is Accepted

A chosen finalist formally acknowledges thejob offerverbally or in writing. The organization begins paperwork necessary to hire the chosen finalist on the agreed upon start date.

All Other Candidates Are Notified

Once the organization and chosen finalist have agreed upon the terms of employment, the organization notifies all the other applicants that the position is filled. Notreceiving any feedbackfrom an organization discourages unselected applicants from applying for future jobs. Organizations weigh this cost against the time it takes to notify every applicant of the results of thehiring process. Some organizations choose to leave applicants waiting for a response that wont come, but most choose to circle back to all candidates and let them know the process is over.

Some organizations choose to notify only candidates who are interviewed. Most organizations that make this choice say so on all job postings or on a web page that contains human resources information for job seekers.