SELECTION

Aishwarya V NairRoll No. 322 A Batch

• The process of making a “Hire” or “No Hire” decision regarding each applicant for a job.

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• Selection involves a series of steps by which candidates are screened for choosing the most suitable person for vacant posts.

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SELECTION

BASIC SELECTION CRITERIA

Basic Selection Criteria

Experience and Past Performance

Formal Education

Physical Characteristics

Personality Characteristics

SELECTION PROCEDURES

The different selection processes are as follows:-

1. Preliminary Interview2. Receiving application3. Screening of applications4. Employment test5. Employment interview6. Physical examination7. Checking references8. Final selection

PRELIMNARY INTERVIEW

• The selection programs begins with the preliminary interview or screening. The preliminary interview is generally brief and does the job of eliminating the totally unsuitable candidates.

• Preliminary interview may take place across the counter in the organisations employment office.

• It consists of a short exchange of information with respect to organisation’s interest in hiring and candidate’s enquiry.

• Candidates who pass this screening are usually asked to fill the application blank available with the employment office of the organisation.

RECEIVING APPLICATION

• In this standard application forms may be drawn up for different jobs and supplied to the candidates on request.

• Application usually gives a preliminary idea about the candidate to the interviewer and helps him in formulating questions to have more information about the candidate.

• The written information about age, qualification, experience etc. may prove to be greater value to the interviewers. It makes the processing of applications very easy since there is uniformity of filling the data in the application form.

SCREENING OF APPLICATION

• After receiving the applications, they are screened by the screening committee and a list is prepared of the candidates to be interviewed.

• The screened applications are then reviewed by the personal manager and interview letters are dispatched by registered post or under certificate of post

Employment Tests

• Applicants who pass for screening and preliminary interview are called for employment tests. Different types of tests may be administered depending on the job and the company.

• Tests are based on the assumption that individuals differ in their job related traits which can be measured.

• By these tests it reveals that if the candidate scores above the cut off they are more likely to be successful than those scoring below the cut of points.

EMPLOYMENT INTERVIEW

• Interview is the oral examination device conducted for the purpose of employment. It is the formal in depth conversation which evaluates the applicants acceptability. Interview could be used to secure more information about the candidate.

• The main purpose of interview is to put the suitable candidate in a suitable position and to give the person an accurate picture of the job with details of terms and conditions and to provide some idea of organisations policies.

• A proper physical arrangement of the interview is a must as it enhances the reputation of the organisation in the eyes of candidate.

CHECKING REFERENCES

• A referee is potentially an important source of information about a candidate’s ability and personality if he holds a responsible position in some organisation or has been an employer or boss of that candidate.

• Candidates past records are being examined from their references and then decisions are taken, that if they should be employed or not.

PHYSICAL EXAMINATION

• The pre-employment physical examination or medical test of the candidate is the important step in the selection procedure.

• Some organisations either place the examination relatively early in the selection procedure or they advise the candidates to get themselves examined by a medical expert so as to avoid disappointment in the end.

• A proper medical examination will ensure high standard of health and physical fitness of the employees and will reduce the rates of accidents, employee turnover and absenteeism.

FINAL SELECTION AND APPOINTMENT LETTER

• After a candidate has cleared all the hurdles in selection procedure he is formally appointed by issuing an appointment letter.

• The candidate are not appointed on permanent basis because it is better to try them for a few months in job itself. There is a period for this analysis which is termed as a probation period.

• If during probation period, an employee is found unsuitable then, the manager may transfer him to do some other job to which he may do justice.

BIBLIOGRAPHY

•HUMAN RESOURCE MANAGEMENT By VN Chhabra•www.information on selection.com•Recruitment and Selection ppt from slide share.

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