Checklist for the selection process of new employees from HR

19 of March, 2025

Finding quality employees that are suitable for the position offered by the company can be an odyssey. For this reason, to accomplish this in the most uniform way possible, many entities have a selection process checklist.

At Sesame HR we know that choosing new workers can be a tedious and complicated task. To facilitate this, we have created this article in which we give you the key to develop an effective and quality personnel selection process. Keep reading!

Why create a personnel selection process checklist?

Human Resources departments invest a lot of time and effort in attracting talent to the company. When finding the perfect member to join our team, we should not only look for someone who fits the profile, but also matches the values and philosophy of the organization.

Therefore, a checklist for the selection process can help outline the general lines of it and ensure that the chosen candidate is the right one.

5 steps of the personnel selection process

Developing a selection process checklist for a company can save employers a lot of time. This list should be based on different key points of this procedure such as the following:

• Analyze the job position that you need for your entity, according to the activities to be carried out and the corporate culture.
• Recruit and review applications. Get in touch with employment agencies, portals or different platforms to publish the offer.
• Define an evaluation of the interviews and the methodology to be used.
• The decision-making and hiring process, according to the results obtained, the reference and the documentation.
• Provide a training program for new team members.

Personnel selection process checklist

Carrying out a good selection and recruitment process can reflect the professionalism of the company and its reputation in the job market. That’s why it’s necessary to take care of every detail to ensure a good candidate experience.

To avoid making mistakes before starting the process or during it, it’s basic to develop a selection process checklist, with some key points. Here are some of them divided into three phases. Take note!

When preparing the selection process

Before starting this procedure from Human Resources, you must plan how it will be done and who will carry it out. The person in charge of carrying it out should think about some important issues to consider:

• Do we really need to create a new job position? Determine the needs of the new position, as well as the real benefits and costs of the selection process. If it’s not profitable, the entity should consider using a worker who is already part of the team in those functions.
• Write an attractive job description detailing everything about the job offer and the steps to follow. For this, you should be as concise and transparent as possible.
• Where to post the offer? The selection process checklist should include certain guidelines like the place where the offer will be published, whether it’s on social media, on the web or on employment portals.
• If it’s a broad process, you might need a recruiting tool. Nowadays, there are softwares, like Sesame HR’s, that optimize the process and speed up the talent search.

During the selection process

Once you’ve figured out how to do it, you should include in the selection process checklist how to carry out and filter the resumes that come to the entity. To gradually discard, pay attention to the following points:

• Review the applications received, filtering and selecting those that best fit the job description. Artificial Intelligence or different programs can speed up this procedure and first screening.
• If they don’t meet your expectations as a recruiter, you need to refocus the process and look for other avenues. Another option is to adjust the job description.
• Organize the planning of job interviews according to the time that can be used in each of them.
• Prepare questions that not only allow you to know the interviewee’s skills, but also to find out if they fit into the company’s culture.
• Decide by what means to contact selected candidates and finalize the interview details. The same should be done with those who are not selected.
• Interview candidates by conducting rounds of interviews based on a company-prepared interview list. You’ll have to decide if there will be psychological tests, aptitude tests or an initial interview.
• The selection process checklist should include how the decision-making process will be carried out and what criteria will be followed. Likewise, attention should be paid to references.
• How will the selection be communicated? Prepare the job offer for the chosen candidate. This must be personalized and detailed. Likewise, how to notify those candidates who have not been selected is established.
• If you don’t find that ideal member for the organization, you’ll need to redefine the offer, the mission or the values you want to convey.

After the selection process

Once you have found the perfect candidate for the entity, measure and validate that the process has been useful and efficient. Thus, among the points of the selection process checklist you should consider the following:

• Learn about the candidate’s experience to improve it if necessary.
• Start the onboarding process and define how to carry it out.
• Consider how to train and adapt the employee to our organization.
• Once the trial period is over, pass a work survey to know what can be improved from this process.

As we’ve seen a checklist during the selection process can prevent potential mistakes and streamline this task for your company’s Human Resources department. What are you waiting for to implement it? Find more information on our blog. We are your reference HR software.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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