Selection criteria are the key factors in making a decision to hire or not to hire.

It should be consistent with the organization's strategic direction and culture. Strategic selection is the linking off seletion activities to the organization's strategic business objectives and culture. It aligns employment ativities with the organization's business strategies to produce a positive contribution to organizational performance. Selection Policy: • • • • • • • • • • Equal employment opportunity(EEO)-giving people fair chance to succeed without discrimination based on unrelated job factors quality of people- how the company measures the suitability of the applicant to the job Source of people-how the company will look for people to hire on a job Management roles-determines who will take charge of the hiring responsibilities in a company Selection techniques-how the organization choose to assess applicants Employment consultants-determines on what kind of consultancy the company needs to use to aid it in choosing the right applicants to hire Industrial relations-if the company requires union restrictions or membership requirements regarding employment Legal issues-the choice of company to whether impose legal restrictions regarding employment Organizational strategic business objectives-the company's selection policies should be in harmony with the organization's strategic business objectives Costs-the company should emphasize the cost and budget in the selection process

Selection Method Standards Personnel selection is the process by which companies decide who will or will not be allowed into organizations. These are some of the generic standards that should be met in any selection process: • • • • • Validity is the extent to which a performance measures and assesses all the relevant-and only the relevant aspects of the job. Reliability is the degree to which a performance measure is free from random error Generalizability-defined as the degree to which the validity of a selection method established in one context extends to other context. Utility is the degree to which information provided by selection methods enhances the effectiveness of selecting personnel in real organizations. Legality means that all selection methods should conform to existing laws and existing legal precedents.

Electronic applications. relationships. family planning or nay related circumstances are not acceptable. 3. Race or Color. • • Telephone screening-initial screening may be done over the telephone in situations where large numbers of applicants are anticipated. addresses.Application form. and relationships.using Internet technology to receive and process job inquiries seeking information about national or ethnic origin may be made.inquiries into family circumstances. hair or skin may not be sought.applicants may not be asked to list all the clubs and organizations to which they belong. .basic source of all empoyment information for use in later steps of the selection process. color. Organizations. Application forms and EEO requirements Equal employment opportunity bodies claim that many application forms and interview questions discriminate against women and minorities because they are not jobrelated. spouse's situation. complexion.information about a person's race. including names. some traditional questions are best avoided. The following are some examples of questions that should not be asked: • • • • • • • Marital status.applicants may be asked their residency status if their residency is a job requirement. Photographs.Preliminary interview-typically brief and centered on specific job requirements. Residency status. As a result.Steps in the Selection Process: 1. or color of the eyes. Relatives. 2. may be required of the applicant. National or ethnic information about relatives.photographs may be required for identification purposes after appointment.Reception of applicant-the importance of giving applicants a favourable impression at this stage cannot be overemphasized.

job-related information involving the applicant's criminal record and/or traffic convictions and accidents should not be requested on the application form but should be asked for during the interview.the application form may inquire about the existence of a physical disability only if it is relevant to the job or if it will prelude the applicant from performing the duties of the job satisfactorily. Additional I nformation that may be job-related in some circumstances includes the following: • • • • • • • • • Age. it is relevant to employment history and may be requested.information as to a person's gender should not be requested unless it is an inherent job requirement. Medical information-application forms may indicate that a job offer is conditional on the passing of a medical examination if there is a bonafide occupational requirement for it. reads. .the employer may ask if the applicant is legally entitled to work in your specific area.applicants may be asked only to indicate if they have reached minimum age or ate below any maximum age that mau apply by law to employment. Height and weight.Furthermore. Name. Languages. Physical disability.questions on height and weight may be asked only if they are relevant to the job. Sex. or writes sould be made only if language skills are job-related.questions on which languages the applicants speak. National or ethnic origin.if the applicant was previously employed under a different name. Religion-no details of religious affiliation or practices my be sought unless an inherent job requirement exists.

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