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.
Effective selection can be done only when there is effective matching. By
selecting best candidate for the required job, the organization will get
quality performance of employees. Moreover, organization will face less of
absenteeism and employee turnover problems. By selecting right candidate for
the required job, organization will also save time and money. Proper screening
of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.
The Employee
selection Process takes place in following order-
Preliminary Interviews- It is used to eliminate those candidates who do
not meet the minimum eligiblity criteria laid down by the organization.
The skills, academic and family background, competencies and interests of
the candidate are examined during preliminary interview. Preliminary
interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and
it is also examined how much the candidate knows about the company.
Preliminary interviews are also called screening interviews.Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.
Written Tests- Various written tests conducted during selection
procedure are aptitude test, intelligence test, reasoning test,
personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.
Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.
Medical examination- Medical tests are conducted to ensure physical
fitness of the potential employee. It will decrease chances of employee
absenteeism.
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