A poor selection process can result in an employee who does not fit with the organizational culture, the project group or team, or the supervisor. Taking time to use a thoughtful and complete selection process can save time and effort as well as disappointment in the long term. A process kind to both applicants and the interview team can build relationships that outlast the interview process and provide fertile ground for future hiring opportunities. The hiring process is a flexible mechanism that can be used to build or change the composition of a team, project, group, or organization as a whole. This is particularly true in smaller organizations, where the addition or departure of a single staff member can result in a dramatic difference.
Additions made to strength areas can give a group added depth.
Additions made to underdeveloped areas can give a group new breadth. While at the outset it is not possible to know what similarities or differences the applicant pool will provide, it is important to be aware of this dynamic in the evaluation of each candidate. The hiring process can be a potential employee's first view of your organization. Providing a positive interview experience to each applicant can enrich the reputation of your organization and potentially develop opportunities for attracting excellent candidates for future positions. A variety of issues need to be considered before the hiring process begins in earnest.