When an employer sends out an invitation for applicants to apply for a job, the employer has a standard process to review and select an employee to hire. An applicant can be screened out at any step, so the employer does not need to perform every step in the employee selection process for every applicant.
The first step is requesting information from potential job applicants. An applicant may submit a resume that includes previous work history, a list of relevant job skills, and references from work colleagues and other employers. The Natural Resources Conservation Service tells applicants to photocopy written letters of reference and mail them to the organization. In some fields, the applicant also submits a portfolio that includes examples of previous work.
In the next step, the employer compares the information that applicants send in to the job description. The employer discards resumes from applicants who are not qualified for the job, or have weak credentials in comparison with other applicants. Many of the applicants who cannot perform the job are screened out at this point.
Next, the employer verifies the information on the applicant's resume. The employer may require an applicant to submit school transcripts to verify educational credentials. The employer may contact a professional organization or a state licensing board to verify a work-related credential. An employer may also perform a background check to determine if an applicant failed to mention a previous criminal conviction, or a termination for cause from another company. According to the Federal Deposit Insurance Corporation, a bank may not hire an employee who has been convicted of certain types of crimes, such as money laundering.
The employer then selects the best candidates and calls them in for an interview. Reviewers including Human Resources representatives and the applicant's potential boss and coworkers question the applicant about the information on his resume and his work history. Some companies are willing to pay to transport a potential candidate to a job interview. According to the State of North Dakota, the interview is the most important part of the employee selection process.
After the interview, staff review notes about each applicant and compare each applicant's performance in each area under consideration. An employer uses several criteria, such as the applicant's professional appearance, comments the applicant made, and questions that the applicant asked about the organization to determine which employee to hire. The employer selects a candidate, or multiple candidates, to hire and tells the other applicants that they didn't get the job.