Definition of Selection In HRM

Selection is the process of choosing from the candidates, from within the
organization or from outside, the most suitable person for the current or
future positions.

1.Completion of the Application Form

Application Blank is a formal record of an individual’s application for

employment. The next step in the selection process may involve having the
prospective employee complete an employment application.

This may be as brief as requiring only an applicant’s name, address, and

telephone number.

The application form gives a job-performance-related synopsis of applicants’

life, skills, and accomplishments.

2. Initial Screening

In this stage of an initial screening of applicants to remove individuals who do

not meet the position requirements.

At this stage, the resumes are sorted out to determine the most suitable
candidates for the job.

3. Employment Tests

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 mental abilities, knowledge, physical abilities, personality,
interest, temperament, and other attitudes and behaviors.

Evidence suggests that tests are becoming more prevalent for assessing an
applicant’s 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.

4. Job Interview

An 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 the most promising candidates.

1. Occupational experience: Exploring an individual’s occupational

experience requires determining the applicant’s skills, abilities, and
willingness to handle responsibility.
2. Academic achievement: In the absence of significant work experience,
a person’s academic background is more important.
3. Interpersonal skills: If an individual cannot work well with other
employees, chances for success are slim. This is especially true today,
with increasing emphasis on using teams.
4. Personal qualities: Personal qualities normally observed during the
interview include physical appearance, speaking ability, vocabulary,
poise, adaptability, and assertiveness.
5. Organizational fit: A hiring criterion that is not prominently mentioned
in the literature is organizational fit. Organizational fit is ill-defined but
refers to management’s perception of the degree to which the
prospective employee will fit in with, for example, the firm’s culture or
value system.
 5. Medical/Physical Examination

After the decision to extend a job offer, the next phase of the selection
process involves completing a medical/physical examination.

This examination determines an applicant’s physical fitness for essential job

performance.

Typically, a job offer is contingent on successfully passing this examination.

For example, firefighters must perform activities that require a certain physical
condition. Whether climbing a ladder, lugging a water-filled four-inch hose, or
carrying an injured victim, these individuals must demonstrate that they are fit
for the job.

6. Conditional Job Offer

A conditional job offer means a tentative job offer that becomes permanent
after certain conditions are met. Normally, provisional/training period fall
within this stage.

7. Permanent Job Offer

Individuals who perform successfully in the preceding steps are eligible to

receive the employment offer. The hiring decision should be made by the
manager in the department where the vacancy exists.