Selection, the second stage of the employment process, is the focal point of the personnel function. The goal is clearly to select the best candidate for the job, the one who holds the highest promise of succeeding in the face of the demands and requirements inherent in the job. The screening of applicants is an important process; however, there is no single "best" method for doing so.

Consistency in the selection process is essential to avoid litigation. Pre-screening tests must have a direct relationship to job requirements, and be free of potential negative influence on minorities. The screening criteria for applicants should be both situation specific to the job and standardized. Job descriptions should describe the desired results of the job or what employees are expected to accomplish. A careful review of each application will determine if an applicant meets the minimal qualifications as stated in the job description.

A background check verification processes should comply with state and federal law, and information received should be "in good faith" and directly related to the duties and responsibilities of the job. Reference checks should be made with the applicant's knowledge and permission. The most valuable information often comes from past or current supervisors who know the applicant's work habits, work-related knowledge and skills.

Interview panels should be made up of a group of trained members and questions should be based on the duties and requirements of the job to elicit essential information related to the successful performance of the job. Interviewing is not only the most widely used screening method, but it is also the most widely misused.