Selection

The selection process can be defined as the process of selection and short-
listing of the right candidates with the necessary qualifications and skill set to fill
the vacancies in an organization. The selection process varies from industry to
industry, company to company and even amongst departments of the same
company.

Steps in Selection Process

Most often, the selection and recruitment are used interchangeably but
however both have different scope. The former is a negative process that rejects as
many unqualified applicants as possible so as to hire the right candidate while the
latter is a positive process that attracts more and more candidates and stimulates
them to apply for the jobs. Based on the complexity of selecting the right candidate
the selection process is comprised of several steps:

Step 1: Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the

candidates who are completely unfit to work in the organization. This leaves the
organization with a pool of potentially fit employees to fill their vacancies.

Step 2: Receiving Applications

Potential employees apply for a job by sending applications to the

organization. The application gives the interviewers information about the
candidates like their bio- data, work experience, hobbies and interests.

Step 3: Screening Applications

Once the applications are received, they are screened by a special screening
committee who choose candidates from the applications to call for an interview.
Applicants may be selected on special criteria like qualifications, work experience
etc.

Step 4: Employment Tests

Before an organization decides a suitable job for any individual, they have to
gauge their talents and skills. This is done through various employment tests like
intelligence tests, aptitude tests, proficiency tests, personality tests etc.

Step 5: Employment Interview

The next step in the selection process is the employee interview.

Employment interviews are done to identify a candidate's skill set and ability
to work in an organization in detail. Purpose of an employment interview is to find
out the suitability of the candidate and to give him an idea about the work profile
and what is expected of the potential employee. An employment interview is
critical for the selection of the right people for the right jobs.

Step 6: Checking References

The person who gives the reference of a potential employee is also a very
important source of information. The referee can provide info about the person's
capabilities, experience in the previous companies and leadership and managerial
skills. The information provided by the referee is meant to keep confidential with
the HR department.

Step 7: Medical Examination

The medical exam is also a very important step in the selection process.
Medical exams help the employers know if any of the potential candidates are
physically and mentally fit to perform their duties in their jobs. A good system of
medical checkups ensures that the employee standards of health are higher and
there are fewer cases of absenteeism, accidents and employee turnover.
Step 8: Final Selection and Appointment Letter.

This is the final step in the selection process.

After the candidate has successfully passed all written tests, interviews and
medical examination, the employee is sent or emailed an appointment letter,
confirming his selection to the job. The appointment letter contains all the details
of the job like working hours, salary, leave allowance etc. Often, employees are
hired on a conditional basis where they are hired permanently after the employees
are satisfied with their performance.

Types of Job Interview

1. Patterned, Structured or Guided Interview

This is the most common method of interview. It is a pre-planned

interview and more carefully designed to have a high degree of accuracy,
precision and exacted. Under this type of interview a list of questions to be
asked by the interviewer is prepared in advance on the basis of job
specification, and to secure information from the candidate. The main
purpose of this type of interview is fact- finding; it measures personality,
motivation and interest of the candidate. This type of interview is useful in
selection of semi-skilled employees. It is also called as directed or
standardized interview.

2. Unstructured or Unguided Interview

It is an unstructured and non-planned interview. Therefore it is called as

"non-directed interview" also. It is designed to let the interviewee speak his mind
freely. The idea is to give candidate complete freedom to sell himself without the
encumbrances of the interviewer's questions. It is not directed by pre-determined
list of questions. It is very flexible in nature, candidate feels very comfortable and
free. Full freedom is given to him to discuss and express his points of view and
ideas. The basic objectives of this type of interview are to find out the feeling,
desire or problems of the candidate...

3. One to One Interview In a one-to-one interview session, one interviewer is

speaking with one candidate.

This is the most common type of interview. It has already been established
that you have the skills and education necessary for the position. The interviewer
wants to see if you will fit in with the company and how your skills will
complement the rest of the department or unitto is to establish rapport with the
interviewer and show how your qualifications will benefit the company.

4. Panel Interview

In panel or board interview, candidate is screened by a group of interviewers

who are specialists in their respective fields. This type of interview is just opposite
to "Group Interview. A candidate is interviewed by a number of interviewers, and
the questions are asked by them in serial or in random order.

Types of Employment Tests

A large number of tests are used in business and industry for the selection of
personnel. They can be classified into the categories discussed below:

Intelligence Tests:

These tests are used to judge the mental capacity of the applicants. They
measure the individual learning abilities, i.c., ability to catch or understand
instructions and also ability to make decision and judgment. There are many verbal
as well as non-verbal intelligence tests constructed by the psychologists for
different jobs. Intelligence tests are widely used in the selection of personnel for
almost every kind of job from the unskilled to the skilled one.

Aptitude Tests:

Aptitude means the potential which an individual has for learning the skills
required to do a job efficiently. Aptitude tests measure an applicant's capacity and
his potential for development. Aptitude tests are the most promising indices for
predicting candidate's success.

Proficiency Tests:

Proficiency tests are those which are designed to measure the skills already
acquired by the individuals. They are also known as performance, occupational or
trade tests. They are used to test the level of knowledge and proficiency acquired
by the applicants. A trade test is designed as replica of the actual work situation. A
trade test should be differentiated from an aptitude test. An aptitude test measures
the potential of the applicant to learn skills required on a job.

Interest Tests:

Interest tests identify patterns of interests, i.c., areas in which the individual
shows special concern, fascination and involvement. These tests will suggest what
types of jobs may be satisfying to the employees. Interest tests are more often used
for vocational guidance also. They help the individuals in selecting occupations of
their interest.

Personality Tests:

Personality tests probe the qualities of an individual's personality as a whole,

the combination of aptitude, interest and usual mood and temperament. It is very
difficult to devise and use personality tests because they are concerned with
discovering clues to an individual's value system, his emotional reactions,
maturity, etc..