Recruitment and Selection Processes, with Sample Questions

By Indeed Editorial Team

Published 23 August 2022

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Hiring managers often go through processes of recruitment and selection when looking for the best job candidates. The process usually starts with selecting candidates and ends with recruiting specific individuals that meet an organisation's requirements. Learning about the recruitment and selection processes may ensure you know the best method to use when hiring. In this article, we provide seven steps to follow when recruiting and selecting candidates and provide some examples of screening questions a hiring manager may ask during the hiring process.

What are recruitment and selection processes?

Hiring managers usually use recruitment and selection processes to find suitable candidates for vacant positions. Senior managers or departmental managers typically send job orders to individuals responsible for a company's recruitment process. A job order refers to a job listing that advertises a vacant role. The process usually begins with receiving that job order and ends with selecting and onboarding the ideal candidate for the job.

Hiring managers usually scour the market for potential candidates. Once they contact several potential candidates, hiring managers usually pre-screen these candidates. From the pre-screening process, the hiring managers then short-list a few candidates to go on to an interview with the employer.

How to go through recruitment and selection processes

To learn more about each potential candidate, follow these seven steps of recruitment and selection:

1. Get a job order

As a hiring manager, you may directly receive a job order from a senior manager. The job order typically includes a full job description, job title, experience requirements, location and salary range. If you think that the job description doesn't provide enough information, you may choose to rewrite it so that you can attract the best talent. If you need more information about the role, simply ask management.

Related: What Is the Recruiting Life Cycle? (A Helpful Definition)

2. Look for candidates

When you know all about the vacant position, it's then time to look for appropriate candidates. You may look for candidates that are actively searching for a job, or you may opt to source passive candidates that aren't looking for a new position. A good hiring manager usually looks for both types of candidates. You can look for candidates on social media, online job boards, internal recruiting databases or by referrals. You may also headhunt talent from other companies.

Related: Guide to the Most Effective Recruitment Strategies

3. Screen candidates

This is an important step in the recruitment and selection process. As a hiring manager, you may learn more about each candidate while screening them, allowing you to decide which candidates you want to short-list. Some hiring managers may screen candidates over the phone and ask a variety of questions to help them determine how they might work in the vacant position. Phone interviews usually last about half an hour. It's a good idea to take down notes so that you can compare candidates after you've screened them all.

Related: Short-Listing Candidates: How to Complete the Process

4. Short-list candidates

Once you've screened all your candidates, it's time to create a final list of suitable options. This may include around three candidates you want to invite to a face-to-face interview. Take your time when screening candidates so that you can ensure you're selecting the best possible people for the job. Look at relevant experience and suitable skills that match the role.

Related: How Do Recruitments Agencies Work? (And How Companies Use Them)

5. Interview candidates

Now that you have short-listed the candidates, it's time to interview each of them. The face-to-face interview allows you to get to know every candidate at a deeper level. You can learn more about their experience, education and skills and may get a feel for a candidate's work ethic.

Related: 8 Examples of Recruitment Strategies (With Definitions and Tips)

6. Test candidates

You may work with a senior or departmental manager to decide whether you want to perform job-fit tests to evaluate a candidate's talents in further detail. This can establish how the candidate may fit in the organisation with the aid of a job-fit assessment test. It can take anything from 30 minutes to an hour to complete this test. It normally includes several questions and scenarios relating to how the candidate might perform their role if hired.

Related: 7 Types of Employment Tests: Definitions and Purpose

7. Selecting the candidate

The final step is selecting which individual you want to hire for the job. Make that candidate an offer of employment. At this point, the candidate may negotiate the offered salary. You can discuss possible adjustments to the initial job offer with your candidate. If the candidate declines the offer, you can pick one of the other people from the final list or reopen the recruitment and selection process.

Related: Recruitment Process Steps: What Is Involved?

10 examples of screening questions

Before selecting a list of candidates for the interview portion of the hiring process, hiring managers usually ask several pre-screening questions to get a better idea of every candidate. The answers they receive may give hiring managers a clearer notion of who they want to choose. Here are 10 examples of screening questions:

  1. At which job duties do you excel?

  2. Do you possess any extra abilities not shown on your resume?

  3. What qualities do you have?

  4. What do you consider to be your areas of weakness?

  5. Which of your expertise and skills do you feel are most relevant to this position?

  6. Which method of management do you prefer?

  7. How well do you get along with others?

  8. What best describes the way you work?

  9. What about jobs often frustrate you the most?

  10. What are a few of your most notable career achievements?

Related: 5 Situational Interview Questions with Example Answers

10 examples of behavioural questions

Hiring managers usually ask candidates behavioural questions to find out how they may act in specific situations. These questions help hiring managers gather information about how candidates may behave in the workplace. Here are 10 examples of behavioural questions:

  1. Tell us about a moment when you made a mistake and how you handled it.

  2. Can you describe a situation where you applied your analytical abilities to solve a problem? How did you find the issue? What did you do when you learnt about it?

  3. Tell us about a moment when you solved a challenge using your problem-solving abilities.

  4. Can you recall a time when you had to make a choice based on incomplete information? How did you decide what the best course of action would be?

  5. What was the hardest choice you ever had to make at work? How did you make that decision?

  6. Was there ever a period when you lost interest in your job and looked for new or alternative work? How did you proceed?

  7. Can you share an example of a goal you established but failed to achieve? Why couldn't you get there and how did that make you feel?

  8. What objectives have you set for your team? How did you keep everyone focused on achieving the set objectives?

  9. Can you recall a time when you engaged in communication that wasn't appropriate for the task at hand? How did you act? Was it successful?

  10. Can you recall an instance where you inspired others at work? What was your method? How successful were you?

Related: How to Answer Behavioural Interview Questions

Importance of the recruitment and selection process

The main goal of a recruitment and selection process is to provide an open and equitable hiring method that can help HR staff to choose the best candidate based on merit and suitability for the position. For a business to continue to be successful, finding the appropriate candidates is of utmost significance. This process also helps ensure that hiring managers and businesses perform recruiting and selection procedures transparently and that all participants are following the recruitment process with total trust in the outcome.

Inconsistent recruiting and selection practises provide inconsistent outcomes. To assess each candidate's effectiveness, organisations are usually careful not to specify different selection criteria for each candidate. A systematic approach is typically used to create uniformity.

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