This course provides a general guide for steps in the selection process. One may skip some steps in the process or perhaps not follow them in the exact sequence. For example, there may not be any preliminary testing or initial interviewing, and there may not be any drug testing or physical exams.
There are many tools at our disposal during the selection process. There are interviews, written tests, physical tests, personality tests, honesty tests, drug testing, background checks of various types, and more. Which tools should we use in which circumstances? Almost all of our selection devices are discretionary, or optional. We don’t have to do any written or physical ability tests; we don’t have to administer any cognitive ability tests; and we don’t have to provide tests for stamina, honesty, or judgment.
The steps do, however, make logical sense. People apply for jobs, and the firm screens the job candidates to narrow down the selection. This screening can include a test of some type and an initial interview for the top candidates. For lower-level jobs, it is not uncommon for the HR department to do the screening, conduct any testing and background checks, and send the best applicants to the manager the candidate will actually work for.
The manager commonly conducts interviews and makes a conditional job offer that may include drug screening and/or a physical exam. The final step occurs when the applicant is hired.
