Selection Process
The following suggestions have been made by Pioro and Baum (2005), on how to use application forms more effectively:
- Decide what the criteria for selection are and how these will be assessed by use of the application form.
- Keep questions clear, relevant, and nondiscriminatory.
- Ask for only the bare minimum of personal details. Widen your pool of applicants by offering different options and guidance for completing and viewing application forms.
- Employers may also refer for further information to social networks or the candidate’s own blog
1 Essential – applicants will not be considered
unless this criterion is satisfied.
2 Very desirable – preference will be given to
applicants who meet this criterion.
3 Desirable – applicants who meet this
criterion will be given favorable
consideration but it is not an essential
requirement. However, if a number of
applicants meet the first two criteria,
satisfying desirable criteria would be a factor
in making a choice.
There
cannot be any definite selection procedure applicable to all enterprises.
However, the common, steps of the selection procedure are as follows (Kumari, 2012).
Acceptance of Application Forms: First of all applications are
invited from the prospective candidates. These applications maybe
invited through advertising the vacancies in News Paper,
Magazine, Employment Exchange, School, and Colleges, Training
Centers, Labour Unions, and other Educational Institutions, etc.
Analysis of Application Forms: A date is declared as the last
submitting the application forms. After this date, all the applications
received for a post and analyzed in detail. Further,. Properly designed selection tests are standardized, reliable, and valid in
predicting an applicant’s success on the job. They are as follows (R. Wayne Mondy, 2008),
Standardization: The uniformity of procedures and conditions related to
administering tests
Reliability: The extent to which a selection test provides consistent results
Validity: The extent to which a test measures what it claims to measure
Conducting Employment test: The selected candidates, the basis
of their applications are called for employment tests. These tests
may be of the following types such as intelligence Tests, personality Tests, aptitude Tests, Job Tests, and interest Tests (Kumari, 2012).
Interview: The candidate selected in employment tests are invited
for an interview. The main object of the interview is to find out whether an individual candidate is suitable for a particular job or
not. Face to face interview is the most important step of the
selection procedure. It helps in judging the personality, ability,
capability, and temperament of the candidates (Kumari, 2012).
Background verification and Reference check: Once you have made your selection decision, you must verify the information provided by the candidate and check the candidate’s references (Gusdorf, 2008).
Selection by the Supervisor: Candidates selected in the interview
must be referred to the supervisor for final selection. If the
supervisor feels satisfied, the candidates are selected. If the
supervisor is a member of the interview board, this step of referring
the candidates to the supervisor is not required
(Kumari, 2012).
Medical Examination: After making the selection of the
candidates are checked by a reliable doctor or by a board of
doctors to check their health. The main object of the medical examination is to check whether the selected candidates are
physically capable or not to perform the required job (Kumari, 2012).
Issue of Appointment Letters: The candidates, who are approved
in the medical examination also, are issued the appointment letters.
These appointment letters must contain all the necessary
information relating to their posts, period of probation scale, terms
of appointment etc., these letters must also mention the date by
which the candidates should join the firm (Kumari, 2012).
Arrangement of Training: Necessary arrangements are made for
providing training to the selected candidates, if necessary. The
nature of training and the period of training depends upon the nature
job (Kumari, 2012).
Allotment of Work: When the employees are trained, the work is
allotted. The allotment of work must be made keeping in view the
capacity, the ability, the past experience, and the taste of candidates.
The main point to consider while making the allotment of work
must be the ‘Right man for the right job and right job for the right
man (Kumari, 2012).
Follow Up: After making the allotment of the work to the
employees, it is followed up. Under this process, the supervisor
checks whether the employees are doing their test work according
to the instructions issued to them or not. If not, necessary
instructions and directions are given to them (Kumari, 2012).
Furthermore, Delery and Doty (1996), argued that
21
providing students with greater awareness of employment opportunities, and equipping
them with the ability to be proactive in approaching potential employers will lead to
more effective career self-management and selection processes.
Mullins (2010), exhibited that to be a high performing organization, human resource
management must be able to assist the organization to place the right person in the right
job.
References
Armstrong, M. and TAYLOR, S., 2014. ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. 13th ed. Uk, pp.234.
DELERY, J.E. AND DOTY. D.H. (1996), Modes of Theorizing in Strategic Human Resource Management. Tests of Universalistic, Contingency and Configuration Performance Predictions, Academy of Management Journal. Volume.39, pp802-835.
Gusdorf, M., 2008. Recruitment and Selection: Hiring the Right Person. Alexandria: SHRM Academic Initiatives, p.11.
Mondy, R. W. (2008). Human resource management (10th ed.). Prentice Hall, NJ: Pearson
Mullins (2010) exhibited that to be a high performing organization, human resource
management must be able to assist the organization to place the right person in the right
job.
Pioro, I and Baum, N (2005) How to design better job application forms, People Management, 16 June, pp 42–43
Yes. In the first stage the vacant position must be clarified to know how to fill this vacant position or to know what type of employee we need it to refill this position after knowing the position need to update job description and job specification (Hameed & Anwar, 2018), in the job description describe the vacant position to applicants and job specification specifies the experience a person should possess in order to carry out the work (Damit et al. 2019). On the third step identify possible sources of qualified candidates it means make a short list, filtered candidate, identify the position needs all this step to know the worthy applicant to refill the position (Anwar & Ghafoor, 2017), because when your organization need an employee must find the right person for the right position. In the final step selection of most appropriate way to communicate (Top & Ali, 2021), it is the most important step why? Because when candidates apply for this vacant position, like an organization, you should make the candidate feel confident and comfortable.
ReplyDeleteYes Chandana. I would like to add additionally, psychological tests and assessment instruments that tap prospective employees' personality, interpersonal style, and response to stress situations have received increased attention from both human
Deleteresource professionals and researchers in I/O psychology over the past 20
years (e.g., Gatewood & Feild, 1998; Ryan & Sackett, 1987). Indeed, the
nexus between personality factors and personnel selection and placement
has spawned major investigatory efforts, conceptual reformulations, and
pragmatic applications in both research and practice (Hogan, 2001;
Landy et al., 1997). Moreover, to enhance the chances for successful
recruitment and long-term benefits for employers, a plethora of
research studies has investigated and endorsed the utility of the
'person-fit' paradigm (Anderson et al., 2004; Chan, 2005; Hollenbeck et
al., 2002).
Moreover to your points, an organization must follow selection strategies if they want to successful in the selection process. The selection stage in the recruitment circle is very critical because at this stage choose the most appropriate candidate from all of the job applicants that has the relevant qualifications (Yaro, 2014).
ReplyDeleteAgreed with the argument. . With the pandemic situation, there is a global requirement of some popular post in the industry. But any employment related to the pharmaceutical industry has to work to develop potential vaccine and treatment for COVID-19 with extreme pressure and not depend on the designation as well(Licholai, 2020).
DeleteAgreed. Selection follows the recruitment process and its aim is to select from a group of applicants the individual who are suited best for a particular position. Selection thus adequately matches the job applicant with the job requirements (e.g. job descriptions and job specifications) (Harris 2000:148; Ivancevich 2004:227; Amos et al. 2005:115).
ReplyDeleteYes Khalid. I would like to add more, when recruiting and screening applicants, employers
Deleteutilize job analyses to determine what knowledge, skills and abilities an applicant needs to perform the job (Brannick et al., 2007). These needs are referred to as job specifications or “a written description of job requirements” (Brannick et al., 2007).
Agreed with your arguments. Further, selection is one of the most important HR tasks, since it is vital to fill vacant positions with people who are not only suitably skilled for specific jobs, but are also flexible, willing and able to cope with change (Leatherbarrow & Fletcher, 2015).
ReplyDeleteThank you for the comment and agreed your point. And also, Selection process
Deleteassumes rightly that there are more candidates than the number of job openings available (Prasad, 2005). The basic idea in selection process is to solicit maximum possible information about the candidates to ascertain their suitability for employment and given the fact that there are factors which affect the seeking of such information (Graham,
1996).
Agreed. Employee selection process is one of impactful parts of recruiting and retaining new talent, if you choose the wrong individual, you might end up interviewing for the same position all over again with financial losses (Breaugh and Starke, 2000).
ReplyDeleteYes Chathuri. Armstrong (2009) observes that candidates can be selected
Deleteusing different methods in order to assess their suitability for a certain role.
Agree with your views. “Selection is the process in which candidates for employment are divided into two classes –
ReplyDeletethose who are to be offered employment and those who are not.” (Yodder, 1970)
Thank you for the comment. Finding the right people and putting them at right jobs is the most important challenge for any organization (Mahapathro 2010).
DeleteThe selection process is the process of choosing the best and most suitable donor for the job. Taking into account the conditions required in this process and adhering to the principles of justice, equality, and equal opportunities for all candidates, and that selection be made on the basis of merit and merit, and that there must be some type of control when selecting employees, as the right person (Al-Harerat,2020)
ReplyDeleteYes Melan. Bratton and Gold delineated in 2007,recruitment and selection practices involve two interconnected and consistent processes. Oforiand Aryeetey (2011) argued recruitment is the process of generating a pool of applicant to apply for employment to an organization and selection is the process by which specific tools are used to choose from a pool of applicants‟ the most suitable on e for the job taking into consideration.
Delete