Employee selection can be a challenge for any human resources or recruiting team. The process is time-consuming, costly, and will lead to a new hire who must gel and fit in with the company culture.

This last point is particularly challenging. How do you know a candidate will be a good fit solely based on an applicant profile and resume? How do you get into the nuts and bolts of a candidate’s experiences, background, and capabilities without spending a ton of time and resources?

This is a lot to ask of HR teams, especially when they only have a few weeks to fill a role. This is where having a few HR selection methods and employee selection tools can be a huge asset to your organization.

 Below we’ll look at some of the best talent selection methods for your HR team.

 What is employee selection?

Employee selection refers to the process that HR teams undergo in selecting employees for a particular role. The process revolves around matching candidates to organizational requirements, verifying backgrounds, assessing the skills and qualifications of candidates, interviewing, and, finally, selection.

HR management in the employee selection process has to be done right in order to minimize time, costs, and poor matches that can hurt your organization in the long run.

Employee selection method types

There are a few key selection methods in the recruitment process that you should be aware of in order to make the best hiring decision for your company. Some of the most effective methods you’ll see include external recruitment, internal recruitment, boomerang employees, internships and apprenticeships, and talent pools/referrals.

Below we’ll break down each method

  • External recruitment

o   External recruitment is an umbrella term that refers to a variety of hiring methods that utilize third-party sources to bring in talent from outside your company. This includes company websites, job boards, job fairs, advertisements, and on-campus college recruitment, among others.

  •  Internal recruitment and promotion

o   Internal recruitment requires you to look into your own company and create a strategy to identify and cultivate talent from within your various departments. When more than 70% of millennials highly value the opportunity for career development, companies shouldn’t undermine the efficacy or attractiveness of internal development.

  • Boomerang employees

o   Boomerang employees are only relevant to unique situations and circumstances, but they can be a huge benefit if you’re in a tight position. Boomerang employees are employees who have left your company on good terms and are able to return to fill in seasonal or temporary roles when you need the extra bandwidth.

  •  Internships and apprenticeships

o   Internships and apprenticeships are affordable and often easy to fill for entry level positions. They provide flexibility for both the employer and intern, and there’s no shortage of applicants for internships in competitive fields.

  • Talent Pool/Referrals

o   CRM and ATS solutions give you the ability to create talent pools and databases of quality candidates that you can choose from. Candidate references, enhanced search capabilities, and unique candidate profiles are all things that state-of-the-art sourcing technologies offer recruiters today.

  •  Reference checks

o   References checks allow you to gain valuable insights into an employer through their previous work experiences. Reference check technology automates candidate referrals for a fast, seamless, and accurate selection process. Get results within a few days, streamline efforts from within your ATS, and build your own new source of qualified active talent.

[Read More: Reference Checking Via Email]

Useful Tools for Human Resources’ Selection method

 Assessments tests are valuable assets that help HR teams narrow talent pools before allocating other resources in the recruitment process. These tests are often used during the hiring and interview process to give employers a better idea of whether or not a candidate is a good match for your position and if they have the right qualifications to fill your role.

Assessments tests, also known as pre-employment tests, can give employers a better idea of a candidate’:

  • Cognitive capabilities
  •  Leadership potential
  •  Multi-tasking skills
  •  Cognitive capabilities
  • Emotional intelligence
  • Communication skills
  • Teamwork capabilities
  • Work ethic and integrity

 While assessment tests don’t paint the full picture of an employee and should not be utilized in a vacuum, they are excellent tools for narrowing down your existing talent pool. Within a comprehensive employee selection process, they are one of many valuable tools that can help narrow down your ideal candidate. 

 Crosschq has employee selection tools you need to make the right hire

 Crosschq’s robust analytics and valuable candidate insights will make it easier than ever for you to make swift, quality hires. Crosschq employs a tried and holistic employee selection process that relies on 360 digital references, pre-hire candidate assessment tests, candidate referral networks, optimized talent pipelines, and more.

 Make quality hires and take the guesswork out of hiring with Crosschq today.

Take the Guesswork out of Hiring

From pre-hire to post-hire, Crosschq helps you source, screen, onboard, and measure the best talent. Fast.

Request a free demo from a team expert to see how we can help your company. 

Mark Ko

Content Writer

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Topics from this blog: Reference Check Talent Acquisition Recruiting

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