usinesS has

Dusiness
Dusiicss has to notify
nas ng tim
Gng
to no
vacancies and wait for
initiate the selection
3. Costly
applicatior
process, tions
process: It is very costh
recruit statf from costly
A lot of external SOur
money has to be soure ATCeS
advertisement and spent
processing
applications.
SELECTION
Selection is the
process of
choosing the best person out of entifying_a
a number o
prospective candidates for a job. Towards this
purpose, the candidates are required to ake
a series of employment tests and interviews
At every stage many are eliminated and a
few move on to the next stage until the right
g type is found. The process may start
e right
fromthe screening of the applications. It may
to continue even after the offer of
employment
acceptance and joining of the candidate. It is
e rise
 c e r t a i n
c e r t a l n

Stalfing a c t e r i s t i c s o f
measure
i n d i v i d u a l s . T h e s e

s ob e c a
the
process of selection, like
e
attempts
to
from apti

any that
anagerial decision, involves
o t h e rm a n a g e r

he t h e performance judgment characteristics range d e x t e r i t y .

to

outidate, potential of the

effectiveness
about manual

The
of
wOuld ultimnately be testedthein selection
such as of
c a n a

r o c e s sw o u l d
tudes,
intelligence to personality S e l e c t i o n

terms of for
-job of the chosen person.
Used
Tests
portant
the
process
óf
selection IMP Employees: This is
one
of
to
PromDortant
Tthe
steps in the process of a intelligence
Tests:
tests
used

selection are as follows mportant

psychological

intelligence
quotiernt

the level of indicator

of a

Preliminary Screening: Preliminary measure

individual. It is an
the ability
to
reening helps the manager eliminate Ol a n
or
learning ability
unqualified or unfit job seekers person's

decisions and judgments.

make of
based on the
information supplied a
m e a s u r e

of
in the application forms. Preliminary Test: It is
(b) Aptitude for learning
interviews help reject misfitsfor individuals potential
reasons, which did not appear in the indicates the person'ss
new skills. It
tests are
application forms. Such
(i) Selection Tests: An employment capacityy to develop. future
good indices of a person's
test i s a mechanism (either a
Success Score.
paper and pencil test or an exercise)

Intense Competition, Talent Crunch Push Companies

 iness Studies
information on an
116

(c) Personality
Tests: Personality
tests
Previous employers, applicant.
nown persons,
person'semotions, teachers and university ofessors can
provide clues to a and value
maturity act as references.
her reactions, the
These tests probe
system etc. these a r e
(v)Selection Decision: The final
overall personality. Hence, decision has to be made from amons
difficult to design and implement. the candidates wno pass the tests
(d) Trade These tests measure
Test: interviews and relerence checks, The
skills of the views of the concerned manager will
the existing
the level of be generally considered in the final
individual. They measure
the area selection because it is
he/she-who
knowledge and proficiency in
technical training. The
is responsible for the
performance of
ofprofessions or the new employee.
and
difference between aptitude test
that the former measures (vi) Medical Examination: After the
trade test is selection decision and before the
the potential to acquire skills and the
job offer is made, the candidate is
later the actual skills possessed.
required to undergo a medical fitness
(e) Interest Tests: Every individual has test. The job offer is given to the
fascination for some job than the candidate being declared fit after the
other. Interest tests are used to know medical examination.
(vii) Job Offer: The next step in the
the pattern ofinterests or involvement
selection process is job offer to those
of a person.
applicants who have passed all the
(ii) Employment Interview: Interview
previous hurdles. Job offer is made
is a formal, in-depth conversation through a letter of appointment/
Conducted to evaluate the applicant's
confirm his acceptance. Such a letter
suitability for the job. The role of the
generally contains a date by which the
interviewer is to seek information and
appointee must report on duty. The
that of the interviewee is to provide appointee must be given reasonable
the same. Though, in present times,
theinterviewee also seekS information time for reporting.
from interviewer. (viil) Contract of Employment: After
(iv) Reference and Background Checks: the job offer has been made annd
Many employers request names, candidate accepts the offer, certain
documents need to be executedby
addresses and telephonenumbers of the employer and the candidate. One
references for the purpose of verifying
information and, gaining additional

Right/Wrong Selection Decisions Matter a lot to the

Consider, for moment that any selection decision can
a Organisations!
result in 4 possible outcomes. A
when an applicant
was
predicted to be successful and proved to be successful on the decision is correct
applicant was predicted to be unsuccessful and would job. or whr
successfullyaccepted; in the second case we have perform accordingly if hired. In the fir
made in rejecting candidates who would have perfarmed successfully
rejected. Problems arise
 attestation
which product
such document is the certain vital and offered, th
form contains
form. This which the types of S
details about the candidate,
are authenticated and attested by these jobs.
more comple:
him or her. Attestation form will be
reference.
training has
a valid record for future
Training :
There is also a need for preparing
of employment. Basic the organisa
a contract
included
information that should be Benefits to
in a written contract of employment The benefit
of the
will vary according to the level to an organi
but the following checklists sets
job, ) Traini
Job Title,
out the typical headings: always
when
Duties, Responsibilities, Date metho
Continuous employment starts and
the
efforts
basis for calculating service, rates of (ii) It en
allowances, hours of work, leave bothi
pay,
rules, sickness, grievance procedure, leadir
disciplinary procedure, work rules, (iil) Train
termination of employment. who c
(iv) Train
RAINING AND DEVELOPMENT and
Someone has rightly said: Onept
seeds,
empl
Ifyou wish to plan for a year, sow
(v) It hel
IfvOL uich to.nlan.for 10 vears. plant