Steps in Selection Process
There is no standard selection process that can be followed all the organization in all various fields may follow different process depending upon the size of a company, nature of the business, number of personnel to be employed, government regulation to be followed, etc. thus each company follow one or two combinations of method which are suitable to it.
selection technique.n procedure is not a simple act but it is essentially a series of methods or stages by which different types of information can be secured through various selection techniques.
A selection process is as following
Job analysis is the basis for selecting the right candidate every organization should finalize the job analysis i.e job description and job specification before proceeding to the next step of selection.
It refers to the process of searching for prospective employees & stimulating them to apply for a job in an organization. It is understood as the process of searching for applicants from the right candidate can be selected
The technique of application forms is traditional & it is widely accepted for screening information from prospective candidates. Application forms are also known as application blank it can also be used as a device to screen the candidates at the primary level.
The information is generally required in application forms are as follows
a) Personal background
b) Educational Attainment
c) Work Experienced
the organization has to conduct written exams for the qualified candidates after they are screened on the basis of an application form so as to measure the candidate’s ability in a mathematical calculation to know the candidate’s attitude towards job reasoning knowledge in various disciplines like G.K & English language.
5. Preliminary Interviews
It solicits necessary information from the prospective y be conducted by an assistant in applicants & to access the applicant’s suitability for the job. This kind of interview may be conducted by an assistant in the HR department. The preliminary interview is useful for eliminating undesirable and unsuitable candidates. These interviews are known stand up or short interviews.
6. Group Discussion
the technique of GD is used in order to know the suitability of candidates G.D is a method where groups of successful applicants are brought around conference table & are asked to discuss either on a case study or a subject matter. The candidates in a group are required to analyze discuss & find an alternative solution and select the sound solution. The selection panel observes the candidate in the areas of initiating discussion explaining problems debating or presenting their views
7. Different tests
The next stage in selection procedure is conducting different tests its objective is to solicit further information to access employees suitability to a specific post. The tests are as follows
a) Aptitude test
This test is to check the mental abilities or intelligence of a candidate this helps to know whether an individual has the capacity to learn a given job if provided adequate training.
Forms of aptitude test:
- Mental or intelligence tests: These analyze the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problems.
- Mechanical aptitude tests: To check the ability of a person to learn a particular type of mechanical work. These tests help to understand specialized technical knowledge and problem-solving abilities if the candidate.
- Psychomotor or skills tests: which measure a person’s ability to do a specific job. Such tests are conducted in respect of semi-skilled and repetitive jobs such as packing, testing, and inspection, etc.
b) Intelligence test:
It helps to evaluate the traits of intelligence. Mental ability, the presence of mind, numerical ability, memory, and such other aspects can be measured. Intelligence is probably the most widely administered standardized test in the industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities.
C) Interest Test:
These are conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a person’s interest. Such tests also enable the company to provide vocational guidance to the selected candidates and even to the existing employees.
d) Personality Test:
The importance of personality to job success is irrefutable. Often an individual who possesses the intelligence, aptitude, and experience for certain has failed because of an inability to get along with and motivate other people.
e) Perception Test:
At times perception tests are been conducted to understand beliefs, attitudes, and mental sharpness.etc.
8. Medical Examination
The objective of the medical examination is to check whether the candidate is physically fit to do the job. Those candidates who are successful at the interview will be ultimately rejected if they are found physically unfit and place the employee on such jobs which they can handle without damage to their health.
This is a very important parameter in the selection process. No matter how good candidate may appear on paper, and regardless of how impressive they may have been when you interviewed them, no recruiter should ever let the reference checking process slip and its very essential to check background information of that candidate before final selection.
10. Line manager decision
Line managers have the responsibility to conduct the interview and do selection in right way and to positively represent the candidate in front of the company & measure the applicant’s ability to meet the requirements of the current role, and possible future tasks, through a variety of interviewing techniques.
This is the final step in the selection process where the candidate who is scrutinized in all above step is been selected and given an offer letter and now he is been considered an employee and part of an organization.