The selection process is the sequence of steps from application to offer. Its length and predictability matter as much as its content, because good candidates have more options and decide quickly. A proven structure has three to four steps: an introductory interview about expectations and conditions, a professional assessment in the form of an interview or a short practical task, a meeting with the team, and a decision. The practical task should be proportionate – unpaid work spanning several days is a reason for a candidate to walk away. Set your evaluation criteria in advance and score against them, otherwise personal liking decides. Give every candidate a response, including the unsuccessful ones; silence after an interview is the most common complaint and it shows up in the company's public reviews.
See also: Job description, Job advertisement, Employee onboarding.
