Screening, Selecting and Hiring the Best Candidates for Your Organization

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The process for screening, selecting and hiring the best candidates for your organization can be long, tiring, and stressful if it is not structured and planned. Finding and hiring the right people can be one of the most challenging aspects for an organization (Mcdonald, 2012). The current employment market is actively searching for opportunities and new challenges. The organizations have a tremendous task to determine which candidates are best for the job. This paper will discuss alternatives on how to choose the best candidates that best fits the needs of your organization.
The issue that most organizations faced today is selecting the best candidate from a large pool of applicants. Employers need to review their hiring processes to ensure that they hire the best candidates for the job with the minimum amount of legal risk. Many organizations use the simple interview process to eliminate potentially poor fits. However, this process can be extensive if an organization is expanding to a new facility and trying to hire a large number of employees such as 1,200 in a short period of time. The Human Resources (HR) personnel does not have to spend lengthy hours interviewing candidates if other structured mechanisms for selecting candidates are put in place to make the process smoother and more efficient.
Before hiring the best candidates for an organization it is important to assess the needs of the organization. The HR department can begin by organizing a meeting along with stakeholders and departmental managers to brainstorm and to develop a structured plan to decide what are the needs for each department. The committee should develop an organigram of the organization detailing all the positions needed and to whom people need to rep...

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...ances in Management, 3(2), 52-58.
Krings, F., & Olivares, J. (2007). At the doorstep to employment: Discrimination against immigrants as a function of applicant ethnicity, job type, and raters' prejudice. International Journal of Psychology, 42(6), 406-417.
Mcdonald, P. (2012). Two Perspectives: Making the right fit at the senior level. Financial Executive, 28(2), 46-49.
Scott, J.C. & Reynolds, D.H. (2010). Handbook of workplace assessment: Evidence-based practices for selecting and developing organizational talent. New York, NY: Wiley
Soroko, E. (2012). The Presentation of Self in Letters of Application: A Mixed-Method Approach. Journal of Employment Counseling, 49(1), 4-17.
Wright, E. W., Domagalski, T. A., & Collins, R. (2011). Improving employee selection with a revised resume format. Business Communication Quarterly, 74(3), 272-286. doi:10.1177/1080569911413809

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