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Employee Selection

Introduction
After recruitment we have logically potential candidates for the required jobs. Now
we have to go for the selection process. So, what is selection actually, we can say it
Picking from the applicants pool. Picking A right person, at right time, for
the right job. So, Selection is as bookish definition, HR Selection is the process
of qualified individuals who are available to fill positions in an organization. It
involves making a judgment, not about the applicant, but about the fit between the
person and the job.

Selection Process
Selection is the process of choosing from a group of applicants those individuals
best suited for a particular position. Most managers recognize that employee
selection is one of their most difficult, and most important, business decisions.
Selection procedures are not carried out through standard pattern and steps in this.
Process can vary from organization to organization some steps performed and
considered important by one organization can be skipped by other organization.

Steps in Selection Process


The selection process typically begins with the preliminary interview; next,
candidates complete the application for employment. They progress through a
series of selection tests, the employment interview, and reference and background
checks. The successful applicant receives a company physical examination and is
employed if the results are satisfactory. Several external and internal factors impact
the selection process, and the manager must take them into account in making
selection decisions. Typically selection process consists of the following steps but
it is not necessary that all organization go through all these steps as per
requirement of the organization some steps can be skipped while performing the
selection process.
1) Initial Screening
2) Application Form
3) Pre-Employment Test
General Intelligence Test
Aptitude Test
Personality and Interest Test
Achievement Test
Honesty Test

Employee Selection

4) Interview
Structured Interview
Unstructured Interview
Mixed Interview
5) Backgroud Investigation
6) Conditional Job offer
7) Medical Exam/Drug test
8) Final Selection Decision

1. Initial Screening
The selection process often begins with an initial screening of applicants to remove
individuals who obviously do not meet the position requirements. At this stage, a
few straightforward questions are asked. An applicant may obviously be
unqualified to fill the advertised position, but be well qualified to work in other
open positions. The Purpose of Screening is to decrease the number of applicants
being considered for selection.
Sources utilized in the screening effort:
Personal Resume presented with the job application is considered as source of
information that can be used for
the initial screening process. It mainly includes information in the following areas:
Employment & education history
Evaluation of character
Evaluation of job performance
Screening Interviews:
Screening interviews are used to:
To verify information provided on resume or application blank.
They are usually very short (approximately 30 minutes or so).
Advantages of Successful Screening:
If the screening effort is successful, those applicants that do not meet minimum
required qualifications will not move to the next stage in the selection process.
Companies utilizing expensive selection procedures put more effort in screening to
reduce costs.

2. Application Form
APPLICATION BLANK: is a formal record of an individuals application for
employment. The next step in the selection process may involve having the
prospective employee complete an application for employment. The specific type
of information may vary from firm to firm and even by job type within an
organization. However, the application form must reflect not only the firms

Employee Selection

informational needs but also EEO requirements. Application forms are a good way
to quickly collect verifiable and fairly accurate historical data from the candidate.

3. Pre-Employment Tests
A personnel testing is a valuable way to measure individual characteristics.
Hundreds of tests have been developed to measure various dimensions of
behavior. The tests measure mantel abilities, knowledge, physical abilities,
personality, interest, temperament, and other attitudes and behaviors. Evidence
suggests that the use of tests is becoming more prevalent for assessing an
applicants qualifications and potential for success. Tests are used more in the
public sector than in the private sector and in medium-sized and large
companies than in small companies. Large organizations are likely to have
trained specialists to run their testing programs .

Advantage and Disadvantage of test


Selection testing can be a reliable and accurate means of selecting qualified
candidates from a pool of applicants. As with all selection procedures, it is
important to identify the essential functions of each job and determine the skills
needed to perform them.

Types of Employment Tests


Individuals differ in characteristics related to job performance. These
differences, which are measurable, relate to cognitive abilities, psychomotor
abilities, job knowledge, work samples, vocational interests, and personality.
Various tests measure these differences.
a. Cognitive Aptitude Tests
It measures an individuals ability to learn, as well as to perform a job. Jobrelated abilities may be classified as verbal, numerical, perceptual speed,
spatial, and reasoning.
b. Psychomotor Abilities Tests
This type of test is used to measure strength, coordination, and dexterity. It is
feasible to measure many abilities that are involved in many routine production
jobs and some office jobs.
c. Job Knowledge Tests
This sort of test is designed to measure a candidates knowledge of the duties of
the position for which he or she is applying.

Employee Selection

d. Work-Sample Tests (Simulations)


It identifies a task or set of tasks that are representative of the job. The evidence
concerning these tests, to date, is that they produce high predictive validity, reduce
adverse impact, and are more acceptable to applicants.
e. Drug and Alcohol Testing
Basic purpose of the drug-testing programs contends that it is necessary to ensure
workplace safety, security, and productivity.

4. Job Interviews
Interview is a goal-oriented conversation in which the interviewer and applicant
exchange information. The employment interview is especially significant because
the applicants who reach this stage are considered to be the most promising
candidates.
Interview Planning
Interview planning is essential to effective employment interviews. The
physical location of the interview should be both pleasant and private,
providing for a minimum of interruptions. The interviewer should possess
apleasant personality, empathy and the ability to listen and communicate
effectively. He or she should become familiar with the applicants qualifications
by reviewing the data collected from other selection tools. Inpreparing for the
interview, a job profile should be developed based on the job description.

Types of Interview
Interviews may be classified in two types by the degree to which they are
structured.
1) Unstructured(Non-Directive) Interviews
Unstructured interview is an interview where probing, open-ended questions are
asked. This type of interview is comprehensive, and the interviewer encourages
the applicant to do much of the talking.
2) Structured(Directive) Interviews
An interview consisting of a series of job-related questions that are asked
consistently of each applicant for a particular job is known as structured interview.

Employee Selection

Methods of Interview
Interview may conduct in several ways. It differs organization to organization, it
dependends upon organization that what method the organization use for taking
interview. The methods are as follows:
I.

II.

III.

IV.

One-on-one Interview:
In a typical employment interview, the applicant meets one-on-one with an
interviewer. As the interview may be a highly emotional occasion for the
applicant, meeting alone with the interviewer is often less threatening.
Group Interview
In group interview, Several applicants interact in the presence of one or
more company representatives.
Board Interview
In Board Interview, One candidate is interviewed by several representatives
of the firm.
Stress Interview
Intentionally creates anxiety to determine how an applicant will react to
stress on the job.

5. Background Investigation
This step is used to check accuracy of application form through former employers
and references. Verification of education and legal status to work Credit history
Criminal records is also made. Personal reference checks may provide additional
insight into the information furnished by the applicant and allow verification of its
accuracy. Past behavior is the best predictor of future behavior. It is important to
gain as much information as possible about past behavior to understand what kinds
of behavior one can expect in the future. Knowledge about attendance problems,
insubordination issues, theft, or other behavioral problems can certainly help one
avoid hiring someone who is likely to repeat those behaviors. Background
investigations primarily seek data from references supplied by the applicant
including his or her previous employers. The intensity of background
investigations depends on the level of responsibility inherent in the position to be
filled.

Employee Selection

6. Conditional Job Offer


After obtaining and evaluating information about the finalists in a job selection
process, the manager must take the most critical step of all: making the actual
hiring decision. The person whose qualifications most closely conform to the
requirements of the open position should be selected. Initially the conditional job
letter is offered that is followed by the physical exam/test.

7. Physical/Medical Examination
After the decision has been made to extend a job offer, the next phase of the
selection process involves the completion of a physical examination for the
successful applicant. Typically, a job offer is contingent on successfully passing
this examination. Substance Abuse Screening Because drug abuse is a serious
problem for employers, it is common practice for most employers to conduct drug
screening just before employees are formally hired.

8. Permanent Job Offer


If physical test/exam proves eligibility of the candidate as per requirement of the
job, final offer is made to applicant by the concerned department or supervisor in
the concerned department.

Key Elements for Successful Predictors


HR is concerned with selection activities that can help to predict which applicants
will perform satisfactorily on the job. In this selection, we explore the concept of
reliability, validity and cut scores.

Reliability:
The consistency of scores obtained by the same person when retested with the
identical test or with alternative forms of the same test. For Example, if we take an
IQ test of an applicant, we should expect that someone who scores 110 in March
would close to 110, if retested again in July. If in July the same applicant score 85,
the reliability of the test would highly questionable.

Validity:
In validity, we prove the valid relationship between the selection critera and
selection test. The test which you conduct for selection should fulfill the selection
criteria. For Example, you use the weight machine to check the temperature of a

Employee Selection

person; it is not a valid test because thermometer is the valid device to check the
temperature.
There are three specific types of validity, first one is content, second one is
construct, and the other one is criterion related.

Content Validity:
The degree to which test content, as a sample represents all situations that could
have been included such as a typing test for a clerk typist

Construct Validity:
The test must have all type of particulars parts which related to successful jo
performance such as IQ test.

Criterion Validity
A type of validity based on showing that scores on the test are related to job
performance.

Cut scores and their Impact


A scoring point below which applicants are rejected.if the scoring point is high
then selected applicant give you more performance and voiceversa if cut score
point is low then performance of employees is lowthan first.

Employee Selection

Selection from a global perspective


The selection criteria for international assignment are broader in scope than those
for domestic selection. The individual must have an interest in working overseas
and talent for relating well to all types of people. The ability to relate to different
culture and environments. Many corporations consider personal factors of maturity
and age as well as the family situation factor for more important in there
international assignment than in domestic placement. In many organizations give
preference individual as compare to married person. Because the married person
returning home early as compare to individual. Not only may the candidate gender
be considered. But also the social acceptability of single parents unmarried
partners. American women have been successful in business world. Women in
Japan hold senior management position in 25% of companies. Women in
Philippines lead the world with senior management position 97% of the
companies. According to resent survey over 80% of the companies China,
Malaysia, Brazil, Hong Kong, Taiwan and Thailand have women in seiner
management position.

Final thought: Excelling at the interview


We discussed some important elements of making your resume look good to
secure an interview. Interview plays a critical role in determining whether you are
hired. No matter how qualified you are for a position if you perform poorly in the
interview, you are not likely to be hired.
The following suggestions can help you make your interview experience a
successful one.
Do some home work on the company search for the company one the internet
and find as much information on it as possible. Develop soiled understanding of
the company its history market financial situation and industry in which it
competes.
The night before the interview get a good night rest as you prepare for the
interview.
Dress appropriately, well dress.

Employee Selection

Arrive early about fifteen minutes ahead of your schedule interview. It is better
for you to wait then to chance having the unexpected such as a traffic jam make
you late. Pay attention to the waiting room layout.
You meet the interviewer gives him a firm handshake and make a good eye
contact. You will most likely be nervous try your best to relax.
If possible go through several practice interviews.
When the interview end thanks the interviewer for his time and for this opportunity
to talk about your qualification and follow up with a thank you note.

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