Employee selection is the process of putting right men on right job. It is a procedure of matching organizational recruitments with the skills and qualifications of people. The following steps are generally followed by all business organizations during selection process.
Steps in selection process:
a. Preliminary Screening
b. Selection Tests
- Intelligence tests
- Aptitude tests
- Trade or proficiency tests
- Personality tests
- Interest tests
c. Interview
- Direct Interview
- Patterned or structural Interview
- Board or Panel Interview
- Reference and background checks
- Medical Examination
- Indirect Interview
- Stress Interview
- Group Interview
- Selection Decision
- Job offer (Issue of Appointment Letter)
- Contract of Employment (Acceptance of job offer)
1. Preliminary Screening: After receiving the applications from the candidates through recruitment process, the same must be examined to decide, which ones deserve to be considered and followed up. The main purpose of screening is to prepare a list of eligible candidates who are to be evaluated further. Screening exercise involves checking the contents of the application, so as to find out whether or not the minimum eligibility conditions are fulfilled by the applicants.
2. Selection Tests: Selection tests are given to discover and measure, the skill and abilities of the candidates in terms of the requirements of the job. The following tests are usually conducted to measure intelligence, aptitude, proficiency, personality, etc.
a. Intelligence tests: These tests are used to judge the mental capacity of the applicant. Intelligence tests evaluate the ability of an individual to understand instructions and make decisions.
b. Aptitude tests: Aptitude means the potential which an individual has for learning new skills. Aptitude test indicates the person’s capacity and his potential for development.
c. Trade or proficiency tests: These tests are designed to measure the skills already acquired by the individuals. They measure the level of knowledge and proficiency in the area of profession or technical training.
d. Personality tests: These tests probe for the overall qualities of a person as a whole. They provide clues to a person’s emotional reactions, maturity level, value system, etc.
e. Interest tests: These tests identify the areas in which a candidate has special concern, fascination; involvement, etc. These tests suggest the nature of job liked by a candidate which may bring him job satisfaction.
3. Interview: Interview is a face to face conversation and observation. Interview helps the employer to evaluate the candidate regarding personality, smartness, intelligence, attitude, etc. There are different kinds of interviews conducted by employers. Some of them are as follows:
a. Direct Interview: Under this method, direct questions are asked to the applicant, to identify his skills, character, area of interest, attitudes, etc. The indepth knowledge of applicant is not observed under this type of interview.
b. Indirect Interview: Under this method, the applicant is asked to express his opinion on any topic he likes. Here the interviewer listens to the views of the applicant without any intervention. This interview helps the interviewer to assess the personality of the applicant.
c. Patterned or Structural Interview: In this type of interview, the interviewer is looking for information in a particular area of interest of the organization. A number of standard questions are framed in advance which is to be answered by the applicant. These questions focus on the experience, skills, and personality of the ideal candidate would possess.
d. Stress Interview: In this interview, the interviewer will intentionally try to upset the applicant, to see his reactions under pressure. Uncomfortable or irritating questions may be asked to the applicant to test his patience. This type of interview may be more commonly used in high stress jobs.
e. Board or Panel Interview: In this interview, a group of persons called interviewers asks the applicant, questions in different subjects or areas of interest of the candidate. Immediately after the interview, they meet, discuss and evaluate the performance of the applicant on the basis of answers given by him. This type of interview is common in case of professional jobs.
f. Group Interview: A group interview occurs when several candidates for a position are interviewed simultaneously. A common topic presented before the candidates for discussion. Group interview offers candidates to express their leadership potential and style.
4. Reference and Background checks: In addition to the required educational qualifications, skill and experience, the candidates must also possess other qualities liked honesty, loyalty, etc. These qualities can be judged by the information obtained from the heads of educational institutions where the candidates have studied or from the persons whose names are given by the candidates as reference or from their previous employers.
5. Selection Decision: After a candidate has cleared all the hurdles in the selection procedure, the employer may take a decision of selection after consulting the concerned manager who is responsible for the performance of the new employee.
6. Medical examination: Candidates finally selected for the job are asked to undergo medical examination to see whether they are physically fit for the job. The physical fitness of employees reduces labour turnover, absenteeism, accidents, etc., and ensure higher standard of health of employees in the organization.
7. Job Offer: Candidates finally selected are offered to join the organization, for which a formal appointment order is issued by the organization. It contains the nature of the job, the remuneration, pay scale and other terms and conditions relating to employment. Usually, a reasonable time is given to the candidates to join the organization.
8.Contract of Employment: If the selected candidate decides to join the organization, he has to report to the concerned authority and formally join the organization by giving his consent in writing. This is known as acceptance of job offer. Then, the organization will open a service register in the name of the candidate and records all details like qualification, particulars of employment, pay scale, etc.
9. Conclusion: Workers are essential, active and sensitive factor of production. Utmost care should be taken in their selection. The above process assists in proper selection of the workers who will remain the permanent assets of the organization.
