2. SELECTION
Selection is the process of picking up individuals (out of the pool of job
applicants) with requisite qualifications and competence to fill jobs in the
organizations.
• Introduction
• Definition
Selection is the process in which candidates for employment are divided
into two classes those who are to be offered employment and those who
are not.
3. Importance of Selection
Procurement of Skilled Workers
Reduction in the Cost of Training
Solution to Personnel Problems
People who are satisfied with their job often tend to have high morale
and perform better.
The rate of industrial accidents will be considerably low if suitable
employees are placed on various jobs.
4.
5. Initial screening
It is a sorting process in which the prospective candidates are given the
necessary information about the nature of the job and the organisation.
This process is generally conducted by lower level executives.
6. Completed application
This is a way of getting written information about candidate's particulars in
his own handwriting.
It enables the personnel department to draw tentative inferences about the
applicant's suitability for employment.
• Bio-data
• Educational Qualifications.
• Work Experience
• Curricular Activities
• Salary Demanded
• References
7. Employment Test
These tests can provide important information about the candidate as regards
his intelligence, aptitude, interest, analytical skills, decision-making skills,
personality, etc.
8. Ability Test
Aptitude test measure an applicant’s capacity and his potential for
development.
An achievement test is a test of developed skill or knowledge. The most
common type of achievement test is a standardized test developed to measure
skills and knowledge learned in a given grade level, usually through planned
instruction, such as training or classroom instruction.
Intelligence tests are used to judge the mental capacity of the applicants.
They measure the individuals learning abilities, i.e., ability to understand
instructions and also ability to make decision judgement.
Judgement test a situational judgement test, or situational stress test or
inventory is a type of psychological test which presents the test-taker with
realistic, hypothetical scenarios and ask them to identify the most appropriate
response or to rank the responses in the order they feel is most effective.
9. Personality Test
Interest tests identify the pattern of interests, i.e. areas in which the
individual shows special concern, fascination and involvement. These tests
suggest what types of jobs may be satisfying to the employees.
Personality test: it probes the qualities of an individual’s personality as a
whole, the combination of aptitude, interest and usual mood and
temperament. It is difficult to devise and use personality tests because they
are concerned with discovering clues to an individual’s value system. His
emotional reactions, maturity etc.
Attitude testing is done to measure people's attitudes. The purpose is to
quantify peoples' beliefs and behaviors to inform decisions, understand human
differences, and gain knowledge about personality types. Attitude testing can
be done directly or indirectly.
10. Comprehensive interview
Interview is the oral examination conducted for the purpose of
employment.
Interview gives the interviewer an opportunity:
To size up the candidate personally
To ask questions that are not covered in tests
To make judgments on candidate's enthusiasm and intelligence
To assess subjective aspects of the candidate-facial expressions,
appearance, nervousness and so forth
To give facts to the candidate regarding the company, its policies,
programmes etc. And promote goodwill towards the company.
12. Preliminary interview: This is conducted to find out the worth of the candidate.
It should be conducted carefully so as to avoid eliminating desirable candidate.
Background information Interview: This is conducted to know more about the
background of the candidate in terms of his experience, health, likes and dislikes
etc.
Patterned or Structured Interview: In this series of questions are phrased in
advance which are related to the strategic part of the applicants background. In
this interview standard questions are asked are as they are written, the order may
be varied but not the phrasing.
Unstructured or Non-directed interview: Here direct and specific questions are
not asked by the interviewer. An atmosphere is created in which the candidate is
free to talk on the subject selected by the interviewer. Interviewer is the passive
listener.
13. Background examination
The references may provide significant information about the
candidates if they happened to be his former employers or with whom
he might have been working earlier.
The applicants are normally asked to name two or three persons who
know about his experience, skill, ability, etc. but should not be
related to him.
14. Medical Examination
Candidates are sent for physical examination either to the company's
physician or to a medical officer approved for the purpose.
Such physical examination provides the following information:
Whether the candidate is physically fit for the specific job or not?
Whether the candidate has health problems or psychological attitudes likely to
interfere with work efficiency or future attendance?
Whether the candidate suffers from bad health which should be corrected before
he can work satisfactorily?
Whether the candidate's physical measurements are in accordance with job
requirements or not?
15. Job offer
Job offer is made in the form of an appointment letter. Such a letter,
generally, contains a date by which the candidate must report for duty.
Reasonable reporting time is given to all the appointed candidates.
16. Contract
After the job offer has been made and the candidate accepts the offer, a
contract for employment is executed by the employer and the candidate.
An offer accepted by the candidate results in to a contract.
17. Conclusion
As a function of human resource management, selection
plays a vital role in the organization. Simply the selection is
choosing the most suitable candidate or candidates from
the pool of applicants. This function is so essential to the
organization because by selecting the most suitable
candidates, the organization will able to enhance its
organizational performance.
