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THE PROCESS OF SELECTION of employee

Selection is usually a series of hurdles or steps. Each one must be successfully
cleared before the applicant proceeds to the next. The time and emphasis placed on
each step will of course vary from one organization to another organization and
indeed from job to job with in same organization. The sequencing of steps may also
vary from job to job and organization to organization.
For example: some organization may give importance to testing, while others may
emphasis interviews and reference check.

STEPS IN SELECTION PROCESS
1. Inviting applicant
2. screening or pliminary interview
3. application blank
4. selection test
5. employment interview
6. medical examination
7. reference check
8. final approval

1. INVITING APPLICANTS
A company is known by the people its employees. In order to attract the people
with the talent, skills and experience accompany has to create favorable
impression on the applicants right from the stage of inviting application or
reception .whoever meets the applicant initially should tactful and able to
extend help in friendly and courageous way .employment possibilities must be
presented honestly and clearly.

2. PRELIMINARY INTERVIEW
Preliminary interview is generally planned by large organization to cut the
cost of the selection by allowing only the eligible candidates to go through the
further stage s in selection. A junior executive from the hr department may elicit
responses from applicants on improve items determining the suitability of an
applicant for a job such as age, experience, pay expectations, attitude, location
choice. This is courtesy interview helps the departments screen out obvious
misfits. if the departments finds the candidate suitable, prescribed applications
form is given to applicants to fill and submits.

3. APPLICATION BLANK
Application form is a traditional and widely used device for collecting
infomations from candidate’s .small firms’ designs neither application form nor
experience etc. on a plain sheet of paper .but big companies use different types
of applications forms for different jobs. The applications form should provide all
information’s relevant to selection. But references to caste religion birth place

A test is as ample of some aspect of an individual’s attitudes. place of birth. employers duties performed. technical and professional. C. height. weight. A. G. It also provides systematic basis for comparing the behavior.simulation test. simulation tests is a exercise which duplicates many of activities and problems an employee faces while at work. telephone no. The information collected through application a test can be cross checked in the interview. Initially a small batch of applicants comes to the assessment center. A. B. job need. F. Aptitude tests are necessary. hobbies. Their performance in the situational exercise is observed and evaluated by a term of 6to8 trained assessors.assessment centers are commonly used. Interview is a selection and no of selection procedure is complete without one or more personal interviews. Miscellaneous. D.toassess the potential of a candidate for managerial positions . extra curricular activities. dependents. these tests indicate whether or not and individuals has ability to learn a given job quickly and efficiently . SELECTION TEST Psychological test are being increasingly used in employee selection. B. C. sex.Assessment test. D. observational and face to face appraisal of candidates for employment. A selection interview sereves three purpose . Test is helpful in better matching of candidates and the job. an assessment tests is an extended work sample it uses procedures that incorporate graph and individual exercise are designed to simulate the type of work which the candidate will he expected to do. name. Test may also reveal qualification which remains covered in application forms and interview. Family back ground E. address. Tests are based on assumptions that individuals differ in their job related traits which can be measured. mathematical etc. age. Physical characteristics. salary drawn.etc. Simulation test. behavior and performance. Experience.personality test. C. 5. The definition of personality. Identifying information. games and sports.may be avoided as it is regarded an evidence of discriminations . aptitude test.in order to efficient office staff . performance and attitude of two or more persons. Test helps to reduce bias in selection by serving as supplementary screening device. Assessment test.generally applications forms contains following information A. Researchers have also questioned whether applicants answer all the items truthfully or whether they try to respond in a socially desirable manner. aptitude test . methods of measuring personality factors and the relationship between personality factors and actual job criteria has been the subject of discussion. Some of the commonly used employment tests may be stated thus. Reference H. B. In selection.aptitude test measure an individuals potential to learn certain skills clerical mechanical. Education. Personality tests. it involves a personal. eye sight. D. of entire test require for selection. personality tests have generated lot of heat and controversy. academic. Such exercise are commonly used for hiring managers at various level of organization. Personal information. martial status. 4. EMPLOYMENT INTERVIEW An interview is a conversation between two persons.

These may be previous employers. selection process is carried by the H. They are requested to provide their frank opinion about the candidates without incurring any liability. It prevents the employment of people suffering contagious diseases. It identifies candidates who are other wise suitable but require specific jobs due to physical handicaps and allergies. . Heads of educational institutions or public figures. the rank.giving information to candidate about the company the specific job and human resource policies. B. MEDICAL EXAMNINATIONS Applicants who have crossed the above stages are sent for physical examinations either to the company’s physician or to a medical officer approved for the purpose such examinations serve the following purpose. After satisfactory performance during this period. the organizations contacts them by mail or telephone. 6.obtaning information about the background education training work history and interest of candidates. the names and address of two or more persons who know him well. REFERANCE CHECK The applicant is asked to mention in his application form. Appointment is generally made on probation of one or two years. c. It reveals existing disabilities and provides a record of employee’s health at the time of selection.R. 7. Employment is offered in the form of the appointment letter mentioning the post. the candidate is finally confirmed in the job or permanent basis or regularized. The decisions of these departments are recommendatory. It determines whether the candidates are physically fit to perform the job those who are physically unfit are rejected. FINAL APPROVAL In most of the organization. d. C. DEPARTMENTS. a. A. In some organization s contract of services on judicial paper is signed by the both candidate and the representative of the organization. the salary grade. 8. b.Establishing a friendly relationship between the employer and candidates. The candidates short listed by the department are finally approved by executives of the concerned departments. the date by which the candidates should join and other terms and condition in brief. They are assumed that all information supplied will be kept confidential.