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7 Signs Your HR Selection Process is Broken

Is your HR selection process broken?

Check these seven signs and see what BPM can do to help make HR recruitment and selection smoother, more efficient, and cost-effective.

1. Your retention rate is low

Employee turnover can indicate that the original job profile was inaccurate, and that the candidates were poorly screened and qualified during the interview process.
Effective communication between the hiring manager and HR is necessary so the job description is appropriately targeted, and to help HR ask key questions during the first interview.

2. It takes too long to recruit employees to fill openings

Recruitment efforts should be ongoing to obtain the best talent available.
You need a process in place that creates awareness ahead of time for the kind of positions available in your company. In other words, define a process that can help you find a steady stream of candidates, both actively and passively, so you are ready when a position is opened.

3. The cost of recruiting new employees is too high

The selection process is time‐consuming and costly.  Cut time and costs by automating some hiring tasks, such as submissions to job posting sites, alerts to social media, and the organization and management of candidate interviews.

4. The approval process is too complex

The selection and hiring of a candidate requires a series of approvals  ‐some mandatory, others optional.   Different approval rules may apply, depending on the position profile (for example, the pay grade or responsibilities). The process should enable stakeholders to easily validate, reject, provide feedback to the applicant, and add critical documentation on the reasons for the decision.

5. The interview process is too complex

To meet the needs of hiring managers, HR should provide them with top qualified talent. This way, the interviewers can focus on actual candidates and spend less time qualifying candidates. It is important to have a mechanism in place to structure the interview so that candidates can be objectively compared. The process can include structured questions for rating as well as a way to input notes.

6. Legal issues trip up recruitment decisions

There are many regulations that apply to the selection process, such as non‐discriminatory practices. Building a standardized selection process can help in litigation prevention by enforcing rules automatically, and it creates a proper audit trail of all activities.

7. There are a lot of applications to deal with

A large number of candidates can increase the chances of finding the right match, but it can be challenging to manage a high volume of applicants. Design a selection process that can sort candidates by qualifications, such as level of experience, relevant experience, education, and so on.




Packaged HR applications are often costly to acquire and implement and inflexible. Processes are implemented differently from one organization to another, and they are frequently interdependent with other departments and systems. Bonitasoft Solutions for Human Resources are easily customized to ensure your process‐‐‐driven applications perfectly fit your organization’s requirements.


Employee on-boarding

repare for arrival of new team members by notifying other departments (payroll, IT, facilities, etc.) to provide everything to ensure new hires can be productive on Day1.  

Employee time-off

Deploy online PTO forms to better manage vacation requests, validate and approve requests more quickly, and ensure business continuity during vacation periods.  

Employee selection & recruitment

Aimed to help HR Managers identify qualified applicants, publicize open positions on job boards and better manage the interview and feedback process.  

Employee Performance Review

Simplify the performance review process by automating the development of evaluation criteria, distributing evaluation forms, organizing interviews, and collecting the results