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4 Key Elements in an Effective Hiring Process

June 27, 2013

To get the most out of a hiring process, it is should be efficient, accurate and fair.  At Select International, our experience working with both large and small companies has led us to a four-step hiring funnel that can help any company find the right hires - quickly and fairly.


  • Use an automated application tool.
  • Build screen-out questions into this tool and ask for the information you want.
  • The system will automatically determine who passes and fails this stage and can even have candidates automatically schedule themselves for the next phase.


  • The application stage provides information about experience and technical knowledge or skills.
  • However, there are some interpersonal competencies that are also important to have in a good worker, such as work ethic and teamwork.
  • There are some short assessments available that can easily screen out the candidates who do not have acceptable levels of these competencies.


  • Candidates who have made it through the previous stages of the hiring process have the potential to have what it takes to make a great employee.
  • Give an in-depth competency-based assessment to these individuals to see who rises to the top.


  • Until this point, most, if not all, of the hiring process has happened without human contact.  Now, HR resources can spend their time interviewing the best of the candidate pool. I can’t tell you how many clients have told us the number of wasted hours they have spent interviewing clearly unqualified individuals.
  • Be sure to receive training on the use structured behavioral interviewing questions to maximize your accuracy at this stage of the process.

Remember to ensure that any decision-making criteria used in the process are job-related and documented.  Treat every candidate equally, and they ALL must follow the exact same process and be held to the same standards.  If you follow this four-step process, you’ll maximize your company’s workforce while minimizing your effort and legal risk.

4 elements to hiring infographic final

Are All Employee Assessments Alike?

Amie Lawrence, Ph.D. Amie Lawrence, Ph.D. is the Manager of Product Development at PSI. She is an expert in the design, development and validation of psychological assessment tools. An integral member of PSI since 2000, Amie has led the development of numerous competency-based assessments, including online in-baskets, job simulations and motivational fit instruments.