Professional Documents
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Ahmedabad IIMA/P&IR0198(B)TEC
Technical Note
Good A B
Poor C D
A good selection process selects potentially high performers and rejects poor performers.
Good selection process leads to very few candidates who fall in the ‘B’ or ‘C’ quadrants of
the above matrix. While the selection of a wrong candidate (quadrant C) is extremely
expensive for organizations, rejection of a good candidate (quadrant B) is a loss of
opportunity.
Important decisions relating to selection process design that have long term implications for
the organization are:
• determination of characteristics to select an applicant
• formation of panel to select candidates.
Some of the characteristics that organizations consider important are: experience (field and
longevity); education; personality characteristics; creativity; skills like using computers, oral
and written communication, analytical; ability to work in groups; general mental ability;
customer orientation; and mental-make-up that is similar to existing employees.
For jobs where innovations are important requirements; creativity, general mental ability,
analytical skills, communication skills, and ability to work in groups are important.
However, in mechanistic organizations and in a relatively stable environment, these
The panel could consist of people who are at least two to three ranks superior to the job in
question. In certain selection processes, feedback is taken from customers, peers, and
subordinates. For example, universities take feedback from students about candidates for
faculty positions.
Cultural, structural, and work dimensions are likely to influence the choice of members in
the panel. Members in the panel should include people from the user department, personnel
department, and specialists in the field. The role of each team member needs to be
delineated in advance. They should be preferably trained on various dimensions of tools
which are going to be used in the selection process.
PROCESS OF SELECTION