The selection process involves multiple steps to identify the most suitable candidates for jobs. It begins with preliminary interviews to screen candidates followed by a variety of tests to evaluate abilities, aptitudes, personalities, and interests. References and background checks are also conducted. Shortlisted candidates then undergo an employment interview that can be one-on-one, sequential or involve a panel. Upon selection, a job offer is made contingent on medical and drug tests. New hires then participate in an orientation program to familiarize them with their new roles and workplace.
The selection process involves multiple steps to identify the most suitable candidates for jobs. It begins with preliminary interviews to screen candidates followed by a variety of tests to evaluate abilities, aptitudes, personalities, and interests. References and background checks are also conducted. Shortlisted candidates then undergo an employment interview that can be one-on-one, sequential or involve a panel. Upon selection, a job offer is made contingent on medical and drug tests. New hires then participate in an orientation program to familiarize them with their new roles and workplace.
The selection process involves multiple steps to identify the most suitable candidates for jobs. It begins with preliminary interviews to screen candidates followed by a variety of tests to evaluate abilities, aptitudes, personalities, and interests. References and background checks are also conducted. Shortlisted candidates then undergo an employment interview that can be one-on-one, sequential or involve a panel. Upon selection, a job offer is made contingent on medical and drug tests. New hires then participate in an orientation program to familiarize them with their new roles and workplace.
After completing this chapter, you should be able to:
Understand the nature of selection and appreciate
its role in organizational effectiveness Identify the selection process, demarcate the stages and describe each step list methods of selection and understand their implications Recruitment V/S Selection
• (1) It means searching for sources of labour
and stimulating people to apply for jobs. • (2) It is a positive process. • (3) It creates a large pool applicants for jobs. • (4) It is a simple process. It involves contacting the various sources of labour. Selection • (1) It is a negative process as it involves rejection of unsuitable candidates. • (2) It leads to screening out unsuitable candidates. • (3) It is a complex and time-consuming process. • (4) The candidates have to clear a number of hurdles before they are selected for jobs. Role of Selection
The role of selection in an organization’s effectiveness is crucial for
at least, two reasons. First, work performance depends on individuals. Second, cost incurred in recruiting and hiring personnel speaks volumes about the role of selection. Factors Influencing Selection
Selection is influenced by several factors. More prominent
among them are supply and demand of specific skills in the labour market, unemployment rate, labour-market conditions, legal and political considerations, company's image, company's policy, HRP, and cost of hiring. The last three constitute the internal environment and the remaining form the external environment of the selection process. • The basic purpose of the selection process is to choose right type of candidates to man various positions in the organisation. In order to achieve this purpose a well-organised selection procedure involves many steps. Selection process A. Preliminary Interview
B. Selection Tests
Ability tests (also called achievement tests) assist in determining
how well an individual can perform tasks related to the job. An excellent illustration of this is the typing test given to a prospective employee for a secretarial job. An aptitude test help determine a person's potential to learn in a given area whereas personality tests are given to measure a prospective employee's motivation to function in a particular working environment. There are various tests designed to assess a candidate's personality. Interest tests are used to measure an individual's activity preferences. These tests are particularly useful for students considering many careers or employees deciding upon career changes. Graphology test is designed to analyze the handwriting of an individual. Polygraph tests (polygraph is a lie detector) are designed to ensure accuracy of the information given in the applications. Medical Tests reveal physical fitness of a candidate. With the development of technology, medical tests have become diversified. Drug tests help measure the presence of illegal or performance- affecting drugs. Genetic screening identifies genetic predispositions to specific medical problems.
C. Employment Interview
The employment interview can be (i) one-to-
one (ii) sequential (iii) panel.
D. Reference and Background Checks
E. Selection Decision F. Physical Examination G. Job Offer H. Contracts of Employment Induction /orientation:
The newcomer is not familiar with the work
surroundings and work. It is, therefore, necessary for every organisation to spend at least a day or two on the proper induction of the worker to his job however unskilled the job might be. • ORIENTATION PROGRAMME
A firm needs to make four strategic choices before designing
its orientation program. They are-(i) formal or informal, (ii) individual or collective, (iii) serial or disjunctive, and (iv) investiture or divestiture
REQUISITES OF AN EFFECTIVE ORIENTATION PROGRAMME
Prepare New Employees Determine Information that New Employees Want to Know. Determine How to Present Information. Completion of Paperwork Placement After an employee has been hired and oriented, he or she must be placed in his/her right job. Placement is understood as the allocation of people to jobs.