9-Step Employee Selection Process


Every day, hiring managers like you are tasked with recruiting new talent. You understand that the hiring process is both time-intensive and time-sensitive. It requires marketing the new position, reviewing a multitude of resumes, pre-screening and interviewing, testing and training, and everything in between.

The process comes at a significant cost to you and to the company in both lost time and money. According to a recent study, employers will spend the equivalent of six to nine months of an employee’s salary in order to find and train a replacement. The time and costs you save by recruiting quality talent can be invested into growing the company.

These savings come when you have the right recruitment system in place. When it comes to quality talent, there are many factors that contribute to a candidate being the right fit for your company. You need to find someone who not only has the technical abilities for the job, but someone who has the interpersonal skills to work well with your team and who exhibits your organization’s core values. With LINK’s over 35 years of experience in recruiting, we created the LINK 9-Step Employee Selection System℠ to assess for certain behaviors to weed out unreliable and undesirable candidates. As the hiring manager, you get to spend your time with the candidates who will best meet your objectives and will fit your company’s culture.

You might wonder if such a rigorous process is a deterrent for hiring top quality candidates. We have found just the opposite. LINK’s applicant prescreening process is indeed one of the most comprehensive in the industry. However, it is a primary component in helping us to provide hiring managers like you with higher quality and more productive, responsible employees. Let’s take a closer look at our selection system and how it can be a beneficial part of your recruitment best practices.

Step 1

Extensive
Pre-Screening

For every open position, hundreds if not thousands of resumes can pour in from potential applicants.

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Step 2

Statistically Validated
Office Skills Tests

As a hiring manager, you need someone to join your team who has the right skills and abilities to handle the duties at hand.

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Step 3

Competency
Based Interviewing

The difference between a suitable candidate and a rejected candidate has a great deal to do with competency.

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Step 4

Industry Specific Skills Interviewing

Skills are critical to getting the job done, but it is also about how proficient a candidate is at the work that makes all the difference.

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Step 5

Attitude & Ability
Testing

LINK's Functional Assessment Program (FAP) is a simulation of how applicants will perform the essential functions of a position.

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Step 6

Drug
Screening

According to the National Council on Alcoholism and Drug Dependence (NCADD), drug abuse costs employers $81 billion annually.

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Step 7

Criminal
Background Check

In resumes and on applications, potential candidates can make false claims or attempt to cover up past criminal activity.

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Step 8

Job-Matching
Cultural Fit Program

You understand your company, your leadership, your company culture, your mission, and your goals for the future.

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Step 9

Client-Specific
Orientation

It is essential for employees to be trained for the jobs they are performing for the company they are employed.

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Hiring managers like you have the stressful task of recruiting new members to the team. That task can be daunting especially for filling difficult roles. Even your hard-to-fit roles will be filled with competent, dependable, drug-free talent that meets your company’s culture and mission. For the past 35 years, we have helped hiring managers with successful placements. Let’s work together to find some quality talent for your team using our 9-step employee selection system. Contact us today to get started.

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Step 1

Extensive Pre-Screening

For every open position, hundreds if not thousands of resumes can pour in from potential applicants. Determining whether a candidate is a contender means more than simply reviewing a resume for the right skills on paper. We delve deeper. Promising applicants take our proprietary LINK Occupational Pre-Employment Evaluation (L.O.P.E.®), which evaluates for sabotage, hostility, and worker's comp fraud and screens out applicants whose results are indicative of counterproductive behaviors. Our pre-screening process helps mitigate potential risk and helps hiring managers like you have the confidence that a candidate we present is worth your time and consideration.

Step 2

Statistically Validated Office Skills Tests

As a hiring manager, you need someone to join your team who has the right skills and abilities to handle the duties at hand. On paper, a candidate might say they have the necessary skills to tackle the job. Again, we dig deeper, confirming the candidate can handle your job efficiently and effectively. We have a variety of methods to test and evaluate a candidate's skill-specific proficiencies to best meet your requirements. We understand the importance of finding the right employee for the job and LINK is committed to implementing a customized skills testing program to fit your requirements. With confidence in the candidate's skills, we can move onto the next stage and find out more about who they are professionally and personally.

Step 3

Competency Based Interviewing

The difference between a suitable candidate and a rejected candidate has a great deal to do with competency. Step three in our process is where we get to know our candidates on a professional level that gives us insights into them personally as well. Using our proprietary interview guides, candidates are asked questions relating to their behavior in specific circumstances, and asked to provide concrete examples. In this way, we can assess how the candidate might work on your job site and within your team. LINK will never send a "stranger" we haven't met to your workplace. Candidates who pass our L.O.P.E. evaluation are interviewed in-person. Each candidate spends approximately two hours being interviewed by 1-2 recruiters and taking additional written and physical assessments. The better we get to know our candidates, the better quality candidates we can send for your consideration. With better quality candidates, you get to significantly reduce your recruitment time.

Step 4

Industry Specific Skills Interviewing

Hiring managers like you understand that skills are critical to getting the job done, but it is also about how proficient a candidate is at the work that makes all the difference. LINK has a variety of methods to test and evaluate candidate's skill-specific proficiencies to best meet your requirements. We work with clients across many industries including administrative, construction, food production, healthcare, hospitality, institutional facilities, logistics, manufacturing and fabrication, renewable energy and retail. We tailor our interviews to suit the role at hand, the specific hiring company, and the industry. We seek out candidates who will be a welcome addition to your team and we work to provide hiring managers like you with confidence in your new employee.

Step 5

Attitude & Ability Testing

During the in-person interviews, candidates applying for light industrial jobs go through a series of physical exercises that evaluate strength, agility and endurance, while also measuring their ability to follow instructions and their overall work attitude. LINK's Functional Assessment Program (FAP) is a simulation of how applicants will perform the essential functions of a position. The FAP exercises evaluate applicant strength, agility and endurance, while evaluating their ability to follow instructions and their attitude. FAP is a "demonstration" of how applicants will perform the essential functions of the position and is a key component in accident prevention and turnover reduction. As a hiring manager, accident prevention and risk mitigation are important considerations in building your team. We strive to help you find the ideal candidate and reduce your risks.

Step 6

Drug Screening

According to the National Council on Alcoholism and Drug Dependence (NCADD), drug abuse costs employers $81 billion annually. With low performance, absenteeism, illegal activities on the worksite, psychological or stress-related impacts on the candidate or on other employees, or monetary theft, hiring managers strive to find drug-free recruits. LINK takes very seriously our responsibility and commitment in placing qualified employees and contributing to your safe, secure, drug-free workplaces. All LINK candidates applying for temporary and temporary-to-hire positions must pass a urine drug analysis. We provide mandatory pre-employment, random, post-accident, and for-cause drug screening where allowed. Understanding that each industry and each client is unique, specific drug screens can be conducted to meet your requirements. As a hiring manager, you can focus your time on training and managing a team that is clear-headed and ready for the job at hand.

Step 7

Criminal Background Check

In resumes and on applications, potential candidates can make false claims or attempt to cover up past criminal activity. As a hiring manager, it is in your and your company's best interest to consider candidates who have completed a background check. Proper screening can help you hire quality candidates, while reducing workplace violence, negligent hiring liability, and losses from employee dishonesty. All LINK candidates applying for temporary and temporary-to-hire positions are vetted via a criminal background check. LINK also conducts background investigations and employment reference checks (upon request) as part of our screening process. Knowing that each company is unique, LINK is also prepared to match the background checking requirements you use to screen your own employees.

Step 8

Job-Matching Cultural Fit Program

You understand your company, your leadership, your company culture, your mission, and your goals for the future. By working hand-in-hand with you, we work as an extension of your team to find candidates who fit your team and your culture. LINK account managers visit your location and conduct a cultural assessment, which is then used to match the appropriate candidate to the role. Candidate matching for cultural fit leads to increased candidate engagement and reduced turnover because the candidate has a better sense of belonging.

Step 9

Client-Specific Orientation

It is essential for employees to be trained for the jobs they are performing for the company they are employed. When a LINK candidate arrives at your location, they will have completed the client-specific orientation and safety training process. They will be aware of dress code and other employee conduct requirements. By the time a candidate has made it through to step nine, you can have the peace of mind that you are have a quality candidate, and you are in compliance with government regulations, which lowers the risk of lawsuits, penalties, and bad publicity resulting from accidents and poor hiring.