selection

1. SELECTION
PROCESS

2. SELECTION PROCESS
Choosing the best applicant with the necessary
skills and qualities to fill the position in the business.
A complicated one that takes a long time.
It involves a series of steps before the final
selection.

3. STEPS IN SELECTION PROCESS
Application – Following
the announcement of a
job opportunity,
candidates apply for the
positions that best fit
them.
Screening and Pre-
selection –The
objective of this second
step is to narrow down
the pool of candidates
from a big number to a
manageable group.
Interview – The
interview provides
information on a
person's verbal
correctness and social
skills.

4. STEPS IN SELECTION PROCESS
Assessment-The full
assessment usually is
more accurate as this
helps the organization
to check the candidate
well.
Reference And
Background Check-
The importance step is
the reference check,
which confirms the
candidate's
information.
Decision- The
decision to select the
ideal applicant with the
most future potential
for the company
comes next.
Job Offer and
Contract – After
making a decision, the
candidate must accept
the offer, often known
as the contract.

5. Selection is a key aspect
of the organisation.
identifies the best
applicants for the
business.
aids in preventing
applicants' false
positives and negatives.
IMPORTANCE OF SELECTION

6. METRICS TO ASSESS
EFFECTIVENESS OF SELECTION
PROCESS
Evaluate the overall
effectiveness of our
selecting process using
metrics.
Measurements offer deeper
understanding of the
performance and business
effect of a company's
selection process compared
to the other metrics used to
evaluate selection process
techniques.

7. TIME TO HIRE
Tells you how many days pass between
the beginning of the hiring process and
the time a candidate is hired.
Tip: Measure the amount of
time it takes to transfer
applicants from one step to
the next in your hiring process
to determine how to effectively
optimise your time to hire.
You'll be able to take action if you can pinpoint
exactly where your hiring staff is devoting
excessive time or effort.

8. COST PER HIRE

9. Tip: Building a talent pipeline,
allowing employee referrals,
using social media to build a
strong employer brand, and
using an applicant tracking
system (ATS) to streamline and
expedite your recruitment
process are just a few of the
strategies you can use to lower
your cost per hire and optimise
the hiring process.
COST PER HIRE

10. QUALIFIED CANDIDATES PER OPENING
Any applicant who
advances to the
following stages of the
hiring process after
passing the application
screening procedure is
referred to as a
"qualified candidate.”
It's crucial to track this
indicator because it
provides employers the
chance to develop new
tactics for drawing better
candidates to their
funnel if they realise they
are luring too many
unsuitable applicants
and finding it difficult to
fill positions.
Simply divide the
number of applicants
chosen for an interview
by the number of
candidates offered to the
hiring manager to arrive
at the qualified
candidates per opening.
Tip: You need to
reassess your recruiting
and advertising
strategies if you want
more quality applicants
to apply to your
organisation.

11. SOURCING CHANNEL
EFFECTIVENESS
Tip: Given that there are
many alternatives for
finding applicants, it's
crucial to try them all and
determine which ones
work best.

12. QUALITY OF HIRE
Since it gauges the value that new
recruits add to an organisation,
quality of hire is at the top of the list
of helpful performance KPIs for the
majority of businesses.
Results in lower turnover,
more productivity, a better
workplace culture, and
greater overall success for
the business.
You can monitor the
state of your
employment base by
consistently tracking the
quality of hires.
Tip: Alignment with leadership
is necessary to identify the
elements of a great hire for
your business and to establish
the tactics that will assist you
in selecting the best
candidates.

13. OFFER-ACCEPTANCE
RATE
This indicator is crucial for assessing the
success of your talent acquisition strategy.
The proportion of job offers that are
actually accepted might give you a decent
idea of how effective your hiring
procedures are.
Tip: Ask applicants why they were
rejected, specifically by using a poll.

14. SATISFACTION RATE
Although it's
sometimes
overlooked,
candidate
satisfaction
scores provide
you with
insight into
how they feel
about your
hiring
procedure.
You can use
surveys of
potential hires
and new
employees to
gauge it.
Tip: To get
more
information,
create a brief
and simple
survey that just
asks about the
most important
components of
candidate
satisfaction
with the hiring
process.
Remember to
respect the
candidates'
privacy as well.
In order to
enhance your
selection
process
strategy and
consistently
and
successfully
attract and hire
the finest
personnel, you
need to
evaluate it
using a data-
driven
approach.
This will
provide you
with a more
comprehensive
understanding
of how talent
acquisition is
affecting
your company
plan.

15. THANK
YOU