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Employee Selection Process Guide

Employee selection is the process of identifying the most suitable candidate for a job vacancy. The goals are to properly match people with jobs and the organization. The selection process helps identify the right candidate for the right job and reduces employee turnover by ensuring an efficient use of resources. Preliminary screenings are used to eliminate obviously unsuitable candidates through brief interviews, tests, or resume reviews. Further reviews of applications and resumes are conducted to verify a candidate's qualifications. Tests are used to rate candidates on factors like aptitude, personality, abilities, and motivation. Employment interviews are goal-oriented conversations to exchange information about occupational experience, academic achievement, and interpersonal skills. Pre-employment screenings and background checks obtain information from references, employers,

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151 views12 pages

Employee Selection Process Guide

Employee selection is the process of identifying the most suitable candidate for a job vacancy. The goals are to properly match people with jobs and the organization. The selection process helps identify the right candidate for the right job and reduces employee turnover by ensuring an efficient use of resources. Preliminary screenings are used to eliminate obviously unsuitable candidates through brief interviews, tests, or resume reviews. Further reviews of applications and resumes are conducted to verify a candidate's qualifications. Tests are used to rate candidates on factors like aptitude, personality, abilities, and motivation. Employment interviews are goal-oriented conversations to exchange information about occupational experience, academic achievement, and interpersonal skills. Pre-employment screenings and background checks obtain information from references, employers,

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Ced Zabala
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Selection

Human Resource Management


SIGNIFICANCE OF

EMPLOYEE SELECTION
Selection the process of identifying the
most suitable candidate for a
job vacancy.

Goal: Properly matching people


with jobs and the organization

Many companies would rather go short and work overtime than hire
one bad apple. If a firm hires many bad apples, it cannot be
successful for long even if it has perfect plans, a sound organizational
structure, and finely tuned control systems. Competent people must
be available to ensure the attainment of organizational goals.
SELECTION PROCESS
Helps to identify the right
candidate for the right job.

Assists in reducing employee


turnover.

Ensures efficient use of


organizational resources.
PRELIMINARY
SCREENINGS
Purpose: to eliminate those who obviously do
not meet the position’s requirements.

brief interview
test, or
review of the application or résumé
for clear mismatches.
REVIEW OF APPLICATIONS
AND REVIEW OF RÉSUMÉS
résumé goal-directed summary of a person’s
experience, education, and training
developed for use in the selection
process.
should be designed to present accurate job history, dates
the applicant in a positive light of employment
but without exaggeration.

should show that the applicant should not contain


has an understanding of the job grammar and spelling
and how his or her work history errors
can assist in accomplishing the
job.
SELECTION TESTS
Tests rate factors such as aptitude, personality,
abilities, and motivation of potential
employees, allows managers to choose
candidates according to how they will fit into
the open positions and corporate culture.
EMPLOYMENT TESTS
Aptitude tests measure how well a person can learn or
acquire skills or abilities.
Achievement assess a person’s current knowledge and skills.
tests These differences, which are measurable, relate
to cognitive abilities, psychomotor abilities, job
knowledge, work samples, and personality.
EMPLOYMENT INTERVIEW
employment interview
goal-oriented conversation in which the
interviewer and applicant exchange
information.

Content of the Interview


OCCUPATIONAL EXPERIENCE
ACADEMIC ACHIEVEMENT
INTERPERSONAL SKILLS
PERSONAL QUALITIES
PRE-EMPLOYMENT SCREENING
AND BACKGROUND CHECKS
Background investigations involve obtaining data from
various sources, including previous employers, business
associates, credit bureaus, government agencies, and
academic institutions.
Checking for criminal records is important because
many applicants with criminal records tend to lie about
it on their applications.
An increasing number of employers are using social
networking to conduct background investigations.
Employers use an applicant’s Facebook page, LinkedIn
profile, and postings made on an industry blog to find
out about individuals they are considering hiring.
SELECTION DECISION
The person who normally makes the final selection is the manager
who will be responsible for the new employee’s performance. In
making this decision, the manager will review results of the
selection methods used. All will not likely be weighted the same.
The question then becomes, “Which data are most predictive of job
success?” For each firm or group of jobs, the optimal selection
method may be different.
MEDICAL EXAMINATION
all exams must be directly relevant to the job requirements and
that a firm cannot order a medical exam until the applicant is
offered employment.
NOTIFICATION OF CANDIDATES
Management should notify both successful and unsuccessful
candidates of selection decisions as soon as possible. This action
is a matter of courtesy and good public relations.
OFFER OF
APPOINTMENT
After completing the selection
process, the employer can make
an offer to the chosen candidate.
Negotiations may take place
concerning salary, benefits, and job
responsibilities.
Conclusion
The selection process should be fair,
objective, and legally compliant.
Employers must adhere to anti-
discrimination laws, equal employment
opportunity laws, and other legal
requirements.

The selection process plays a critical


role in ensuring the organization's
success by hiring the right talent for the
right job, reducing turnover, and
promoting employee satisfaction and
productivity.
REFERENCE:
Human Resource
Management
by
R. Wayne Mondy
Joseph J. Martocchio

Fourteenth Edition
Global Edition

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