Selection is the screening step of staffing in which the solicited applications are screened out and suitable candidates are appointed as per the requirements. Today in this article we have shared all the steps in Selection Process in human resource management.
► What is Selection Process in HRM?
Selection is the second aspect of staffing. This is the method involved with picking the best out of all. A progression of work tests and meetings are led to pick the individual who might be the most ideal fit to get everything taken care of.
The selection process begins from the screening of utilizations and may proceed till the proposal of work acknowledgment and joining of the competitor.
It is the method involved with choosing among the applicants from inside the organization or from outside, the most appropriate individual for the current position or for the future position.
Definitions of Selection Process
Selection is the process of differentiating between applicants in order to identify and hire those candidates with a greater likelihood of success in a job. – STONE
“Selection is the process in which candidates for vacant job or employment are divided into two classes— those who are to be offered job or employment and those who are not”. – DALE YODEV
Meaning of Selection Process
- Selection refers to the process by which qualified applicants are selected by means of various tests in pre-determined numbers, out of a large number of applicants.
- Recruitment is a positive process but Selection is a negative process because under it efforts are made to reduce the no of applicant
“selection is a process in which candidates for employment are divided into two classes, those who are to be offered employment and those who are not”
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Importance of Selection Process
- Acquiring talent for the company is a continuous process, so the selection method is mandatory to find them.
- Good selection and placement of employees lead to the success and growth of the company.
- The right candidate for the right job leads to a great sense of job satisfaction.
- An increase in job satisfaction improves efficiency and quality of work in the organization.
Selection is a significant interaction on the grounds that employing great assets can assist with expanding the general presentation of the organization.
Conversely, on the off chance that there is a terrible recruit with an awful choice interaction, the work will be impacted and the expense caused for supplanting that awful asset will be high.
Features of Selection Process
- Selection is a negative approach.
- The appointment of the candidate is the key factor.
- it is preceded by the recruitment process.
- it is a time-consuming process.
- Selection is an expensive method.
The firm makes candidates go through different stages or rounds like submitting structure, composed tests, interviews, clinical trials,.. etc.
► Steps in Selection Process
The selection process or procedure includes various steps such as follows;
- Preliminary interview
- Receiving applications & Screening
- Selection test
- Employment interview
- Medical examination
- Reference check
- Final selection (appointment letters)
Let’s discuss all these steps involved in the selection process in detail.
✔ 1. Preliminary interview (Initial Screening)
The primary purpose of the preliminary interview is to ensure whether the applicant is physically & mentally fit for the job.
In preliminary interviews, candidates are asked questions related to their prior experience, education, taste, age, etc.
Those candidates who are successful in the preliminary interview are asked to fill out the blank application form.
It helps in shortlisting of the appropriate and plausible applicants and elimination of the inadequate or ill-suited work searchers in light of the application forms.
This is an arranging cycle in which forthcoming candidates are given the necessary data about the idea of the job and furthermore, necessary data is inspired from the up-and-comers about their schooling, experience, ability, salary expected, and so on.
✔ 2. Receiving Applications (Filling out blank application form)
Blank application forms are the printed form of the company. For different job roles, there are different forms because for each post, people of different qualifications are required.
While preparing the application form, two things must be kept in view:-
- The form should convey the maximum possible information.
- The questions should be directly related to the post.
✔ 3. Selection Test (Employment Test)
“Selection tests are conducted to check the area knowledge of candidates for the respective jobs. These tests enable the management to bring out the suitable and right person for the job”
The selection Test might be an online or an offline test. In this test, a wide scope of inquiries might be asked to decide the knowledge in character, personality, and manual abilities of the individual.
Types of Selection Test:
Popular Exam/Tests used for the selection of employees are as follows:
◉ Intelligence Test: It estimates a competitor’s capacity to learn. It is a psychological test. These tests target estimating the overall degree of insight of the candidate. This is finished by estimating the IQ of the candidate. Furthermore, they likewise measure the scope of capacities like mathematical capacity, jargon, memory, and verbal familiarity.
This tests the mental ability of the candidate. These tests measure the learning ability of candidate & their thinking power to make quick decisions on crucial points.
◉ Aptitude Test: It estimates the up-and-comer’s capacity to acquire new abilities. Aptitude tests are otherwise called potential capacity tests and explicit mental tests and are utilized to measure the inert capacity of a possibility to become familiar with a given work in the event that he/she is given the necessary training. Aptitude tests help in distinguishing characteristics or deformities in the candidate’s tactile or mental ability.
◉ Personality Test: It estimates the general character of the up-and-comer as far as feelings, responses, development, esteem frameworks, and so forth. A selection method measures the character qualities of candidates that are connected with future work execution. Character tests ordinarily measure at least one of five character aspects: extroversion, passionate solidness, suitability, principles, and receptiveness to encounter.
These tests judge the psychological ability of any person. These tests check an individual’s motivational level, traits, integrity, sympathy, sensitivity, etc. In a Personality test, the various controversial situation is presented to the person.
◉ Trade Test: It estimates the competitor’s current level of information and capability. A trade test helps measure the current genuine abilities of a person. It likewise measures the level of information and capability in the space of calling or specialized training.
◉ Interest Test: It recognizes the up-and-comer’s areas of interest. Interest in a task or assignment adds to success on the job. An individual interested in his/her occupation is probably going to show improvement over an impassive or uninterested. one. Interest tests have been intended to find an individual’s field of interest and to recognize the sort of work that will fulfill him/her.
◉ Motor Tests: these tests check the hand-eye coordination of the prospective employees.
✔ 4. Employment Interview (Selection Interview)
An interview is the oral examination of candidates for a job or employment. To give remarks, the interviewer matches the information obtained about the candidate from previous rounds and to the information obtained through his own observations during the Interview.
Employment interviews are done to distinguish an up-and-comer’s range of abilities and capacity to work in an organization exhaustively. The reason for an employment talk with is to discover the reasonableness or suitability of the up-and-comer and to give him a thought regarding the work profile and what is generally anticipated of the expected worker. This is a formal and top to bottom discussion with the competitor and it is led to testing the appropriateness of the up-and-comer.
Types of Interview:
Several types of interviews are commonly used depending on the nature and importance of the job position to be filled within an organization.
◉ Structured Interview: In a structured interview, a list of questions asked by the interviewer is prepared in advance on the basis of an analysis of the job.
◉ Unstructured Interview: In this type of interview, a list of questions asked by the interviewer is not prepared in advance. All interview questions are asked as to what comes to the interviewer’s mind.
◉ Panel Interview: In the panel interview, the candidate is screened by a group of interviewers who are specialists in their respective fields. Panel call upon the candidates one by one and assess their qualities.
◉ Stress Interview: In most Stress Interviews, the interviewer deliberately creates a situation that puts the candidate under considerable stress. Frequent interruptions, criticism of a candidate’s opinion, keeping silent for an extended period of time, tense questions are some of the methods of creating stress.
✔ 5. Medical Examination
Those Candidates/applicants who have crossed the previous stages are sent for a physical examination or medical examination.
There are three objectives of medical examination:-
- Physical fitness for the job concerned.
- To protect the business organization from infectious diseases.
- To check excessive expenditure on the treatment of employees.
The medical test is additionally a vital stage in the selection process. Medical tests assist businesses with knowing whether any of the potential up-and-comers are genuinely and intellectually fit to play out their obligations in their positions. This assessment is attempted to check the wellness of the applicant before the bid for employment is made.
✔ 6. Reference Check
After medical examination, information is gathered from that person whose name is figured in the column of “reference”.
This information is related to the character history, social relation, background, etc, of the candidate. To obtain this information the employer may contact the candidate’s past or present employers.
This is done to check the believability of the data given by the workers. This is likewise done to assemble extra data about the applicant.
A personal investigation assists businesses with confirming a competitor’s case on work history, address confirmation, instruction check, criminal record, hole check, and reference check.
The corporate world had seen a couple of high-profile exits in the past because of deception of realities.
✔ 7. Final Selection or appointment letter:-
If the candidate successfully cleared the medical examination or reference check, then the process of final selection is started.
At this stage, every one of the individuals associated with the course of choice meets and takes official choice in regards to the choice of up-and-comers.
Selection is a process of choosing from a pool of candidates the person who is most likely to meet the criteria of the job purpose. Criteria such as; Matches people with jobs and Predicts future success on the job.
Once the list of final selected candidates is finalized then the job offer is given to the selected candidate.
For the job offer, an appointment letter from the company is handed over. If the selected candidate accepts the job offer, then he becomes an employee of the organization.
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◉ Job Offer
Making a proposition for employment is the last phase of recruitment and selection. When an up-and-comer is chosen, he/she will be given a deal letter, which depicts the assignment, work area, job, obligations, compensation, benefits, and a couple of terms connected with the organization arrangements.
In this progression of the selection test the candidates who have passed every one of the past obstacles, a proposition for employment is made to them through the letter of arrangement or affirmation. The letter contains a date from which the person has to join.
◉ Contract Of Employees
An agreement of business is an understanding between a business and representative and is the premise of the working relationship. It is consequently normal practice to have a composed assertion given to all workers to incorporate the entirety of this data. After the proposition for employment is made the length of business settled upon by both the gatherings is executed.