Selection is the process of choosing the most qualified applicant recruited for a job. Hiring can be stressful and expensive, and you want to create equal opportunity for everyone, seeking diversity, without discriminating in violation of the Civil Rights Act. We discuss six parts of the selection process next. Note that not all parts of the selection process are used for some jobs and that there is no set sequence of steps to be followed in the selection process.

The recruited candidates are typically asked to complete an application or a résumé, but in either case, today online applications are often required so that the information is stored in the company’s human resources information system (HRIS). Specialists in the HR department often conduct screening interviews to select the top candidates who will continue in the selection process. This step helps save line managers time when there are large numbers of job applicants. Testing helps place people in the right jobs, as they can be used to predict job success, as long as the tests meet EEOC guidelines for validity and reliability.

Some of the major types of tests include achievement tests, aptitude tests, personality tests, interest tests, and physical exams. Drug use and testing for the use of illegal drugs are on the increase in the United States. Large firms often test through assessment centers. Assessment centers are places job applicants undergo a series of tests, interviews, and simulated experiences to determine their potential. References aren’t given much weight in the selection because you rarely get a negative reference for legal reasons.