Selection

Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. It divides the candidates for employment into two categories, namely those who will be offered employment and those who will not be offered employment. This process is known as rejection.

Selection
Definitions: To select means to choose. 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 organisation. Selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in job.

Distinctive Features of Recruitment and Selection

Recruitment Process of searching for prospective employees and stimulating them to apply for the jobs in the org. Positive process Selection Selection means employment of workers

Negative process

Purpose is to create a pool of Aims at eliminating unsuitable applicants for jobs in the org. candidates It is a simple process It is a complex process

Selection Procedure
The selection procedure consists of a series of methods or steps or stages by which additional information is secured about an applicant. At each stage facts may come to light which may lead to the rejection of an applicant. Selection procedure may be compared to a series of barriers which an applicant is required to cross before he is finally selected.

Essentials of Selection Procedure

There should be sufficient number of
applicants form whom the required number of candidates may be selected. There should be some person who is assigned the authority to select. There should be some standard of personnel with which a prospective employee may be compared i.e. there should be available before hand a comprehensive job specification as developed by job analysis.

Organization for Selection

Till recently, in many organisaitons, selection was done in a rather unplanned manner. The departments screened and hired their own employees, because the managers were sure that no one could choose employees for them as efficiently as they themselves could. But now a days, the scenario has changed. Selection is now centralised and handled by the HRM department.

The centralized selection-Advantages

Applicants find it easier to send their applications to a single
centrlised department. All the issues pertaining to employment can be cleared through one central location. Centralised selection is particularly helpful during peak hiring periods. Selection will be bound to be more effective as it is done by specialists trained in staffing techniques. The applicant will be assured of consideration for a greater variety of jobs. With increased Govt. regulations in the selection process, it is essential that people who know about these rules handle a major part of the selection process.

Selection
There is no shortcut to an accurate evaluation of candidate. The hiring procedures are therefore, generally long and complicated. Many employers make use of such techniques and pseudosciences (not actually but having the appearance) as phrenology (psychological theory based on belief), physiognomy (the feature of a person face), astrology, graphology (a thing written) etc. while coming to hiring decisions. However, in modern times, these are considered to be unreliable measures.

Popular Procedures of Selection

1. Reception or preliminary interview or screening: The initial screening is usually conducted by a special interviewer or a high caliber receptionist in the employment office. When a large number of applicants are available, the preliminary interview is desirable both from the companys point of view and that of the applicants seeking employment. The necessary information, then, is to draw facts from the candidates relating to their education, experience, skill, salary demanded, the reasons for leaving their present jobs, their physical appearance, age, drive and facility in speech. The main aim of such interviews is to screen out undesirable/unqualified candidates at the very outset.

Popular Procedures of Selection

2. Application Blank or Application Form: An application blank is a widely accepted device for getting information from a prospective applicant which will enable a management to make a proper selection. It enables the personnel department to draw tentative inference about the applicants suitability for employment. The information collected in blank application includes Bio data, educational qualifications, experience, curricular activities and reference.

Popular Procedures of Selection

3. Weighted Application Blank: Some companies analyse the information on an application blank and determine statistically its relation to latter success in the job. The answers are weighted according to the extent of job success. Such forms may speed both recruitment and selection.

Popular Procedures of Selection

4. Psychological Tests: (Systematic procedure for sampling human behaviour) Different types of test may be administered depending on the job and company. A test provides a systematic basis for comparing the behaviour attitude and performance of two or more persons. Tests are based on assumption that individuals differ in their job related traits which can be measured. Tests help in better matching of candidate and the job. On the basis of human behaviour On the basis of use of tests. On the basis of Individual or Group Test.

Contd
a. b. c. d. a. b. c. a. b. On the basis of Human Behaviour Aptitude or Potential Ability Tests Achievement Tests Personality Tests Interest Test On the basis of Use of Tests Selection Tests Classification Test Placement Test On the basis of Individual or Group Test Individual Test Group Test

Contd
Classification of Tests: 1. Intelligence Test: to judge the mental capacity of the applicants 2. Aptitude Tests: measure an applicants capacity and his potential for growth. 3. Proficiency Tests: which are designed to measure the skills already acquired by the applicant. 4. Interest Test: to identify pattern of interest, i.e., area in which the individual shows special concern. 5. Personality Tests: Probe the qualities of the personality as a whole.

Popular Procedures of Selection

5. Interview: Interview is the oral examination conducted for the purposes of employment. It is formal in depth conversation, which evaluates the applicants acceptability. Interview is an excellent selection device. It is a very flexible device which can be adopted to select unskilled, skilled managerial and professional employees.

Popular Procedures of Selection

6. Reference Checks: The reference may provide significant information about the candidate if they happened to be his former employers or with whom he might have been working earlier. The applicant are normally asked to name two or three persons who know about his experience, skill, ability etc. but should not be related to him. This will help the undertake search into his pass employment, educational, personal reputation etc.

Popular Procedures of Selection

7. Physical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo physical fitness test. Candidates are sent for physical examination either to companys physical or to a medical officer appointed for the purpose. Such physical examination provide information on the physical fitness of the candidate.

Popular Procedures of Selection

8. Final Selection: Up to this stage selection is handled by personnel department. Since the persons employed are to work under line officers, the candidates are referred to them. Line officers will finally decided about the work to be assigned to them. If the candidates is not suitable for one job then he is tried at some other. If candidates performance is not up to the mark then he may be kept as apprentice for some time.

Popular Procedures of Selection

9. Placement: Once the offer of the job has been extended and accepted, the final stage in procurement function is concluded, namely that of placement of individual on the new job and orienting him to the organization. After selection, the employee is generally put on a probation period ranging from one to two years, after his employment may be regularized, provided that during this period, his work has been found to be satisfactory.