The process of screening, selecting and hiring the best candidates for your organization can be long, tiring and stressful if it is not structured and planned. Finding and hiring the right people can be one of the most challenging aspects of an organization (McDonald, 2012). The current job market is actively looking for opportunities and new challenges. Organizations have a huge task in determining which candidates are best for the job. This document will discuss alternatives on how to choose the best candidates who best suit your organization's needs. The problem most organizations face today is selecting the best candidate from a large pool of candidates. Employers need to review their hiring processes to ensure they hire the best candidates for the job with minimal legal risk. Many organizations use the simple interview process to weed out potentially poor fits. However, this process can be extended if an organization is expanding into a new facility and is looking to hire a large number of employees, such as 1,200, in a short period of time. Human Resources (HR) staff are not forced to spend long hours interviewing candidates if other structured candidate screening mechanisms are put in place to make the process smoother and more efficient. Before hiring the best candidates for an organization it is important to evaluate the needs of the organization. The HR department can start by holding a meeting with stakeholders and department managers to brainstorm and develop a structured plan to decide what each department's needs are. The committee should develop an organization chart for the organization detailing all positions needed and who the people are to represent...... middle of document ......ances in Management, 3(2), 52-58.Krings , F., & Olivares, J. (2007). At the gates of employment: discrimination against immigrants depending on the candidate's ethnicity, the type of job and the prejudices of the evaluators. International Journal of Psychology, 42(6), 406-417. McDonald, P. (2012). Two perspectives: Finding the right fit at the senior level. Financial Executive, 28(2), 46-49.Scott, J.C. & Reynolds, D.H. (2010). Workplace assessment handbook: Evidence-based practices for selecting and developing organizational talent. New York, NY: WileySoroko, E. (2012). Self-presentation in application letters: A mixed-method approach. Journal of Employment Counseling, 49(1), 4-17. Wright, E. W., Domagalski, T. A., & Collins, R. (2011). Improve employee selection with a revised resume format. Corporate Communications Quarterly, 74(3), 272-286. doi:10.1177/1080569911413809