Steps in Selection Procedure

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Briefly describe the steps in selectionprocedure of employees.


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STEPS IN SELECTIONPROCEDURE

The basic purpose of the selectionprocess is to choose right type ofcandidates to man various

positions in the organisation. Inorder to achieve this purpose a well-organised selection procedure

involves many steps.


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The steps in the selection procedurewill depend upon the nature of jobs to

be filled. However, the basic steps areas 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


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(1) Preliminary Interview :

The preliminary interview is generally brief and does thejob of eliminating the totally unsuitable candidates. Itmay consist of a short exchange of information with

respect to organisation's interest in hiring and thecandidate's inquiry.

(2) Application Blank :

Standard application forms may be drawn up for all jobs

and supplied to the candidates on request. Thewritten information about age, qualifications,experience, etc. may prove to be of greater value tothe interviewers.

(3) Scrutiny of Applications :

All applications received have to be scrutinised by thescreening committee of Personnel Department inorder to eliminate those applicants who do not fulfiljob requirements.

The applicants may be called for tests or interview.


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(4) Employment Tests :

Employment tests are used to getinformation about the candidate which isnot available from the application blankor interview. They help in matching thecharacteristics of individuals with the vacant

jobs so as to employ right type of personnel.

These days psychological and other testsare becoming increasing popular, as apart of the selection process. Thefollowing types of tests have gained

popularity in industry these days. (a) Intelligence tests. (b) Achievement

tests.

(c) Aptitude tests. (d) Personality tests.


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(5) Group Discussion :

The technique of group discussion is used inorder to secure further information regardingthe suitability of the candidate for the job. Thecandidates in the group are required toanalyse, discuss, find alternative solutionsand select the sound solution. A selection

panel then observes the candidates in theareas of initiating the discussion,explaining the problem, solicitingunrevealing information based on the

given information and using commonsense. The selection panel based on itsobservation judges the candidates' skill andability and ranks them according to their merit.


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(6) Employment Interview :

Interview may be used to secure more

information about the candidates. Themain purpose of an employmentinterview are: (a) to find out the

suitability of the candidate, (b) to seekmore information about the candidateand (c) to give the candidate an

accurate picture of the Job with detailsof terms and conditions and some ideaof organisation policies and employer-employee relation.


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(7) Checking References :

An applicant may be asked in the

application blank to supply two types' ofreferences:

(a) Character reference and (b)

experience reference. The referencesmay be requested- to provideinformation regarding behaviour of the

applicant.


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(8) Medical Examination :

After a candidate has cleared the above hurdleshe is asked to go through a medicalexamination by a panel of doctors appointed by

employer for this purpose. According to DaleYoder, "Physical examination should disclosethe physical characteristics of the individual. itis important from the point of his efficient

performance of the job he may enter or ofthose jobs to which he may reasonably expectto be transferred or promoted."


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(9) Appointment Letter and Placement :

The last stage in the selection procedure is the

issue of an appointment letter to thecandidate who has been found fit for the job.Initially the candidate may be appointed on aprobation 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 ofthe worker to his job however unskilled the

job might be.


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Recruitment V/S Selection (1) It means searching forsources 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 varioussources of labour.


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Selection

(1) It is a negative process as itinvolves rejection of unsuitablecandidates.

(2) It leads to screening outunsuitable candidates.

(3) It is a complex and time-

consuming process. (4) The candidates have to clear

a number of hurdles before they areselected for jobs.


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Steps in Selection Procedure

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