Employee Selection Process

EMPLOYEE SELECTION PROCESS
Is a process by which the job candidates are assed to determine whether they meet the
qualification for a specific job? It also involves choosing applicants who meet the requirements
of the job. It can also be defined as a process determining which candidate suits the required job
need. Selection process is also known as hiring process and is not a single act but a series of
activities.
The process may be compared to a series of hurdles or barriers which an applicant must
successful cross. These hurdles are intended to screen and eliminate unqualified applicants at any
point in the process. The complexity of the process increases with the level of responsibility of
the position to be held.
STEPS IN SELECTION PROCESS
1. Pre-liminary Interview:
Is a critical screening process usually conducted by special interviewer. This interview is
essentially a sorting process in which the interview compares the applicants’ qualification
with job requirements.
2. Application blank form stage
Is traditionally and widely accepted devices for getting information from a job candidate.
Such information include bi-graphical data i.e name of the address, date of birth, age,
nationality, dependants, educational level and qualification, work experience, current
salary, address of the previous employer etc
The purpose of filling an application blank form is to ask pertinent questions and
relevant information so that the panel can identify those candidates who correspond most
closely to job requirement.
3. Selection/ Employee Interview:
An interview is an interchange device between the interviewer and interviewee. It is an
attempt to secure maximum amount of information from the candidates covering his or
her suitability for the job as a candidate. It is also a conversation with a purpose between
two people.
4. Employee test
Entails taking the applicants through as series of question such as aptitude tests and other
practical test in order to ascertain their suitability.
5. Assessment centre :
It is a controlled environment used to predict the probable managerial success of
individuals mainly on the basis of evaluating their behaviour. The situations is a
essentially a performance test that reflect a type of work done in a managerial position.
6. Physical/ Medical Examination:
It is conducted to determine whether the candidates are physically suitable for a certain
job. This is because certain jobs may require unusual stamina, tolerance etc.
7. Reference Checks:
Before a person is offered a job, reference is made from the previous employer. Its
purpose is to get background information of the applicant regarding work ability,
dependability and cooperativeness. References may be made through mail, personal
contacts or filling reference forms
8. Final Selection:
After the candidates have gone through above processes, the management concerned
approves the appointment of that candidate and sends employment letter. Employment
letter contains the terms of service salary and reporting date.
9. Placement
After appointment letter has been given and reporting has taken place, he or she is
assigned a job. Placement means assigning the right persons specific duties in terms of
how his or her qualification matches the job demand.
10. Induction. Orientation:
Induction is done after placement on the job. An individual is introduced to an
organization and job as a whole. This induction is given to the new employee on the job
and organization.
OBJECTIVES OF INDUCTION
1. It introduces new employee to the organization work procedures, rules and regulation
2. It familiarizes the employee to new work environment, fellow work mates and
immediate supervisor.
3. It sets the new employee at ease and in-still confidence to them.
4. It reduces fear and anxiety associated at working in the new environment.
5. Provides basic information about working environment.
6. It indicates standards of performance and behaviour expected from employees.
FACTORS AFFECTING THE OUTCOMES OF SELECTION PROCESS

 The recruitment campaign.
 The geographic location of candidates.
 The literacy skills of the candidates. ...
 The number of candidates applying for a position.
 The correct use of assessment.
 Attractiveness of the position.
 The selection process itself.

Employee Selection Process

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EMPLOYEE SELECTION PROCESS

STEPS IN SELECTION PROCESS

FACTORS AFFECTING THE OUTCOMES OF SELECTION PROCESS

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