Selection is the process of selecting a qualified person who can successfully do a job and deliver valuable contributions to the organization. The term can be applied to many aspects of the process, such as recruitment, selection, hiring, and acculturation. However, it most commonly refers to the selection of workers. A selection system should depend on job analysis. This ensures that the selection criteria are job related.

Companies have the never-ending task of interviewing, selecting and hiring employees. However, despite the repetitiveness and skill of a company's human resources department, selecting the right individual for a job is extremely challenging. Making the wrong choice can also be costly. The employee selection process usually entails notification or advertising, reviewing, screening, interviewing, testing then selecting the best available candidate.

The following steps constitute the main elements in the recruitment, selection and hiring process:

1. Develop a position description that includes a comprehensive overview of the job—including the role’s responsibilities, competencies, relationships and working conditions.
2. Determine what resources you will employ to source qualified candidates.
3. Create well-defined selection criteria for use in screening candidates and preparing interview questions.
4. Ensure that the selection process is fair, consistent, well understood, and legally and professionally executed.
5. Conduct thorough reference checks on final candidates.
6. Conduct pre-employment testing as appropriate.
7. Ensure that all candidates being interviewed are managed respectfully and receive timely and accurate feedback.
8. Maintain goodwill with all applicants—everyone is a potential source of referral.

A company’s growth is measured according to its profits and losses. The cost of unnecessary hiring and/or hiring the wrong person can be detrimental to a company’s bottom line. Therefore, before engaging in the recruitment process, management should clearly understand the company’s operational requirements, projected revenues and business goals, and then determine the types of skills and competencies required to meet those needs.