Human Resources and personnel selection are closely related, with the topic of personnel selection being more current today than ever before. Statistics confirm the acute shortage of qualified personnel worldwide. It is a fact: the more complex the technologies we use become, the more specialized professions emerge.

Here is a simple example: Just 10 years ago, a successful, larger online shop could get by with one or two programmers and a marketing expert with basic SEO knowledge. Today, the minimum staff must consist of 3-4 programmers, a content manager, a writer, an SEO specialist, a marketing expert, and a designer. This is because quality standards and competition increase from year to year, and only the best can successfully sell products or services.

This brings us back to our topic. A company must not only attract a good employee, but one of the best in their field if it aims to achieve results and not just pick up the crumbs that have fallen from the competition's table.

Personnel Selection: Definition

Personnel selection is the process of selecting the most suitable candidates for open positions in an organization. This process involves a series of steps to assess the qualifications, skills, experiences, and personal attributes of candidates to determine their suitability for the specific requirements of the position and the company culture.

Simply put, personnel selection is the way an company finds and selects people for work. It is similar to choosing friends, but for business. The company looks at what a person can do, how well they can do it, and if they fit into the team. The goal is to find an employee who not only gets the job done, but makes the company better. In this context, the insights of a headhunter on candidate selection are interesting.

Who is responsible for personnel selection and recruitment?

Personnel selection and recruitment are generally carried out by the human resources department or HR department (Human Resources). This department ensures the provision of qualified employees for the company.

By default, employees in the company do not always understand exactly what this department is engaged in. Often, the opinion is expressed that "lazy bones" work in the personnel department, as they do not perform work directly related to production or services.

But let us consider an example with an airplane. An airline only makes money when the airplane is flying. If the airplane is in maintenance, the airline incurs losses. It is the same here: When the HR department performs its work with high quality, the company runs like clockwork. Furthermore, as we have already mentioned, the quality of the staff depends directly on the personnel selection.

Typically involved in the personnel selection process are:

1. HR manager or recruiter: conducts the pre-selection of candidates, organizes interviews.
2. Department managers: participate in interviews, assess the candidate's technical skills.
3. Future colleagues: can participate in interviews to assess team compatibility.
4. Top management: may participate in the final selection phase for key positions.
5. CEO: usually makes the final decision for senior positions.

The final hiring decision is usually made collegially, considering the opinions of all involved in the selection process, but the final word often lies with the future employee's direct supervisor.

Classic Model of Personnel Selection

The personnel selection process starts with a careful analysis of the company's needs. HR managers, together with department heads, create a detailed job profile that includes not only technical skills and experiences, but also personal attributes that contribute to the successful integration of the candidate into the team. Based on this profile, a recruitment strategy is developed, which may include posting job ads on job portals, using social networks, hiring recruitment agencies, or activating an employee referral program.

The next phase involves the pre-selection of candidates and conducting interviews. HR specialists analyze received resumes and cover letters and select candidates whose skills and experiences best match the position's requirements. Subsequently, initial interviews are conducted, which can also be done over the phone or as video calls. The goal of these interviews is to assess the candidate's basic suitability for the requirements and their interest in the position. Successful candidates are invited to more in-depth personal conversations where their technical skills, experiences, and personal as well as social attributes are evaluated.

The third phase - especially in larger and attractive companies that receive many applications - often includes various forms of tests and evaluations. These can be technical tests, case study interviews, assessment centers, or psychometric tests. The aim of this phase is to obtain an objective assessment of the candidate's skills and potential. In parallel, a reference check may be conducted, where HR managers contact the candidate's former employers or colleagues to gather additional information about his professional qualities and work experiences.

The final phase involves the decision-making process, the job offer, and the onboarding of the new employee. Based on all the information collected, a collegial decision is made regarding the selection of the most suitable candidate. Subsequently, negotiations on the working conditions take place, and upon successful agreement, an official job offer is extended. Upon acceptance of the offer, the onboarding process commences, which includes processing the necessary documents, getting acquainted with the team, and being introduced to the position.

If you find yourself on the other side of the personnel selection process, preparing for a job interview, we have good news for you. We have prepared a series of articles to help you successfully navigate all stages of the selection process. In these materials, you will find tips on creating a resume, preparing for different types of interviews, proper self-presentation, and even overcoming stress before an important meeting. We have analyzed typical questions from recruiters and proposed response strategies. Furthermore, we have shared secrets on how to behave correctly after the interview and how to negotiate working conditions. This article series is your reliable assistant in your quest for your dream job!

Conclusion

Personnel selection is a complex and critical process for any organization. It represents a strategic approach to building a team that can drive the company forward.

An effective personnel selection system enables companies to find qualified employees who share the organization's values and can make a significant contribution to its development.

Personnel selection is a two-way process. The company selects an employee, and simultaneously, the candidate chooses their workplace. Therefore, creating a positive experience for candidates in all phases of selection is also a factor for success.

We thank you for the time you have spent exploring this important topic. We hope that the knowledge you have acquired will help you better understand the processes in companies, and possibly improve the personnel selection approaches in your organization. To lift your spirits, we have prepared some motivational quotes for you. Best of luck in your endeavors!