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Selection

STEPS IN SELECTION
PROCEDURE
• The basic purpose of the selection
process is to choose right type of
candidates to man various
positions in the organisation. In
order to achieve this purpose a well-
organised selection procedure
involves many steps.
• The steps in the selection procedure
will depend upon the nature of jobs to
be filled. However, the basic steps are
as follows:
(1) Preliminary interview.
(2) Application blank.
(3) Scrutiny of applications.
(4) Employment tests.
(5)Group discussions.
(6)Employment interview.
(7) Medical examination.
(8) Appointment letter and placement
(1) Preliminary Interview :
The preliminary interview is generally brief and does the
job of eliminating the totally unsuitable candidates. It
may consist of a short exchange of information with
respect to organisation's interest in hiring and the
candidate's inquiry.
(2) Application Blank :
Standard application forms may be drawn up for all jobs
and supplied to the candidates on request. The
written information about age, qualifications,
experience, etc. may prove to be of greater value to
the interviewers.
(3) Scrutiny of Applications :
All applications received have to be scrutinised by the
screening committee of Personnel Department in
order to eliminate those applicants who do not fulfil
job requirements.
The applicants may be called for tests or interview.
(4) Employment Tests :
Employment tests are used to get
information about the candidate which is
not available from the application blank
or interview. They help in matching the
characteristics of individuals with the vacant
jobs so as to employ right type of personnel.
These days psychological and other tests
are becoming increasing popular, as a
part of the selection process. The
following types of tests have gained
popularity in industry these days.
• (a) Intelligence tests. (b) Achievement
tests.
• (c) Aptitude tests. (d) Personality tests.
(5) Group Discussion :
The technique of group discussion is used in
order to secure further information regarding
the suitability of the candidate for the job. The
candidates in the group are required to
analyse, discuss, find alternative solutions
and select the sound solution. A selection
panel then observes the candidates in the
areas of initiating the discussion,
explaining the problem, soliciting
unrevealing information based on the
given information and using common
sense. The selection panel based on its
observation judges the candidates' skill and
ability and ranks them according to their merit.
(6) Employment Interview :
Interview may be used to secure more
information about the candidates. The
main purpose of an employment
interview are: (a) to find out the
suitability of the candidate, (b) to seek
more information about the candidate
and (c) to give the candidate an
accurate picture of the Job with details
of terms and conditions and some idea
of organisation policies and employer-
employee relation.
(7) Checking References :
An applicant may be asked in the
application blank to supply two types' of
references:
(a) Character reference and (b)
experience reference. The references
may be requested- to provide
information regarding behaviour of the
applicant.
• (8) Medical Examination :
• After a candidate has cleared the above hurdles
he is asked to go through a medical
examination by a panel of doctors appointed by
employer for this purpose. According to Dale
Yoder, "Physical examination should disclose
the physical characteristics of the individual. it
is important from the point of his efficient
performance of the job he may enter or of
those jobs to which he may reasonably expect
to be transferred or promoted."
(9) Appointment Letter and Placement :
The last stage in the selection procedure is the
issue of an appointment letter to the
candidate who has been found fit for the job.
Initially the candidate may be appointed on a
probation of six months or more.
(10)Induction :
The newcomer is not familiar with the work
surroundings and work. It is, therefore,
necessary for every organisation to spend at
least a day or two on the proper induction of
the worker to his job however unskilled the
job might be.
Recruitment V/S Selection
• (1) It means searching for
sources of labour and stimulating
people to apply for jobs.
• (2) It is a positive process.
• (3) It creates a large pool
applicants for jobs.
• (4) It is a simple process. It
involves contacting the various
sources of labour.
Selection
• (1)It is a negative process as it
involves rejection of unsuitable
candidates.
• (2)It leads to screening out
unsuitable candidates.
• (3)It is a complex and time-
consuming process.
• (4)The candidates have to clear a
number of hurdles before they are
selected for jobs.