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Checking the references Written tests Interview
Firstly all the candidates are required to fill an application form which includes basic information about the individual e.g. name, address, age, sex, education, work experience, interests, hobbies, references etc. It¶s basically like a bio data. Once, the application form is duly filled by all the candidates, the candidates not suiting the requirement of the job are short listed and those who are apt are further undergone with the process. In the second stage, the references, which are given by the candidates, are checked via telephone, mails or sometimes by personal meetings. In the third stage, there are certain tests, which the candidates need to qualify. These tests include aptitude test, specialization tests, knowledge tests, IQ test, physiological tests etc. These tests are conducted because Genus Overseas Ltd. generally requires highly qualified personnel suiting the requirements of the jobs. Once the tests are conducted, those who qualify the tests are called for personal interview. This is the last stage for selecting the employee. It includes an extensive interview of the candidate by a jury panel. It¶s a detailed interview considering all the aspects of the job for which the candidate is suited. Each and every aspect of the job is considered and discussed upon. Sometimes more rounds of interviews also may be carried out to further short list the candidates depending on the nature of the designation of the job. And finally once the interview is conducted and the appropriate candidate is selected for the job he is sent for a 3 to 4 days induction program in which he is familiarized with the nature of job and the functioning of the organization.
Selection is the process of evaluating the qualifications, experience, skill, knowledge, etc, of an applicant in relation to the requirements of the job to determine his suitability for the job. The selection procedure is concerned with securing relevant information from applicants and selecting the most suitable among them, based on an assessment of how successful the employee would be in the job, if he were placed in the vacant position. The selection process has two basic objectives: (a) To predict which applicant would be the most successful if selected for the job, and (b) To sell the organization and the job to the right candidate. The selection process is based on the organizational objectives, the job specification and the recruitment policy of the organization. The various selection processes are initial screening, application forms, selection tests, group discussions, interviews and reference checks. To facilitate a near accurate prediction of an applicant's success on the job, the selection methods should meet several generic standards of reliability, validity, generalizability, utility and legality. The
initial screening interview 2. Interviews may be classified as preliminary. It is usually used in the preliminary screening of job applicants. the offer is made to him and on acceptance. Interviews also enable the management to make an impact on the job applicant's view of the organization. A well conducted interview to explore the applicant¶s background . aptitude tests. after an applicant is selected. permanent job offer Steps in selection procedure: 1. Finally.application form is a formal record of an individual's application for employment. Application bank that gives a detail about the applicant¶s background and life history 3. and personality tests. the placement process starts. employment tests 4. medical/physical exam 8. apart from assessing his job-related behavior and attitude. based on their timing and purpose. which are widely used include intelligence tests. and conducting. achievement tests. interest tests. ensuring a setting. Reception of applications or preliminary screening 2. The selection process also uses background investigation or reference checks to check the authenticity of the information provided by the applicant. situational tests. conditional job offer 7. background investigation 6. The process of interviewing consists of several steps such as preparation for the interview. closing and evaluating. comprehensive interview 5. There are two methods of evaluating these forms ± the clinical method and the weighted method. completion of the application form 3. selection and decision-making. Selection tests. The filled-in application forms provide pertinent information about the individual and are used in the job interview and for reference checks to determine the applicant's suitability for employment. Steps in selection process 1. Interviews help managers to fill the gaps in the information obtained through the application blanks and tests.
.4. Psychological testing that gives an objective look at a candidates suitability for that job 6. A reference check 7. The physical examination 5. Communication of the decision to the candidate. Final Selection approved by the manager 8.