在任何组织中，人力资源管理的核心实践之一就是选择和招聘员工。全世界的组织通常使用性质相似的招聘流程。例如，像全球大多数国家一样，美国境内的组织通常根据个人访谈的结果选择和招募具有潜力的候选人（Aslani et al。，2016）。美国大多数组织实施的个人招聘流程从根本上着手评估申请人在工作前提方面的能力和学术和/或技术专长。初始阶段允许组织选择符合下一个评估阶段的初始雇员批次。发布第一步，组织然后通过个性化访谈（Bedford，2016; Caligiuri和Tarique，2016）评估合格的候选人的才能和工作经验。有效地满足这些阶段的所有要求，这些工作就会提供给候选人。
One of the core practices of HRM within any organization is of selecting and recruiting the employees. Organizations throughout the world commonly use processes of recruitment that are similar in nature. For an instance, like most nation across the globe, organizations within United States often select and recruit candidates that are potential on the basis of findings from the individual interview (Aslani et al., 2016). Such processes of personal recruitment implemented by most organizations in United States fundamentally initiate with assessing the capabilities and academic and/or technical expertise of the applicants in regards to the prerequisites of the job. The initial phase allows the organizations for selection of initial employees’ lot which qualify for the following evaluation phase. Post the initial step, organizations then assess the aptitude and work experience of the candidates that are qualified for the job by personalized sessions of interview (Bedford, 2016; Caligiuri and Tarique, 2016). The job is provided to the candidates upon effectively meeting all the requirements of these stages.