Concept of Employee Selection

• Selection is essentially a process of choosing right applicant best suited for the organizations requirement. It
is also the process of rejecting the unsuitable applicants and finally arriving at the most suitable one.
• Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people.
• Byars and Rue: "Selection is the process of choosing from those available individuals who are most likely to perform
successfully in a job."
• DeCenzo and Robbins: "The primary purpose of selection activities is to predict which job applicant will be successful if
hired."
 Process of Selection
(Employee Selection Process)
1. Reception of applications ( informing about the orgns
vacancies to applicant )
2. Preliminary interview ( initial short interview with
candidate, why they apply and what is their expectations and
salary)
3. Application blank (form) ; their own handwritten
applications are used , to take detail information of candidates)
4. Selection tests
5. Interview
6. Investigation of applicant’s background
7. Final selection interview (by manager or supervisor)
8. Medical examination (Physical examination)
9. Induction or orientation
Process of selection
There are nine steps in selection. They are:
1. Reception of applications
Information related to the job and about the company is
disseminated to the concern applicants in this step.
2. Preliminary interview
This is usually quite short and has its objective the elimination
of the obviously unqualified. Here applicants are asked why
they are applying for a job with particular organization.
3. Application blank/form
This application form helps the interviewer to get the idea
about the candidate and also make tentative guess regarding
candidate suitability for employment.
4. Selection test
In this step, in order to check the mental ability and skill set of
an individual, several tests are conducted. Such as intelligence
test, aptitude test, interest test, psychological test, personality
test etc.
5. Interview
Through an interview, it is easier for the employer to
understand the candidate's expectation from the job and also
his/her communication skill along with the confidence level can
be checked at this stage.
6. Background investigation
It is believed that the best guide to what a person will do in
future is what he/she has done in past. There exist four major
categories of background investigation source. They are;
a. School and college officials
b. Previous employers
c. Character reference supplied by the applicants.
d. Neighbors of applicants, police records and so on.
7. Final selection by interviewer
Line or operating management plays a key role in an
employment program. Not only does the manager make the
initial decision to add someone to the payroll, but he also
conducts the final selection interview.
8. Medical examination
Here, the physical and mental fitness of the candidate are
checked to ensure that he/she is capable for performing the job
or not.
9. Induction or orientation
Induction function, however, immediately follows and is
generally considered to be a part of hiring procedure. It is
concerned with the problem of introducing or orienting a new
employees to the organization.

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