Recuitment / Selection

THE PROCESS OF SELECTION of employee Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next. The time and emphasis placed on each step will of course vary from one organization to another organization and indeed from job to job with in same organization. The sequencing of steps may also vary from job to job and organization to organization. For example: some organization may give importance to testing, while others may emphasis interviews and reference check.

STEPS 1. 2. 3. 4. 5. 6. 7. 8.

IN SELECTION PROCESS Inviting applicant screening or pliminary interview application blank selection test employment interview medical examination reference check final approval

1. INVITING APPLICANTS A company is known by the people its employees. In order to attract the people with the talent, skills and experience accompany has to create favorable impression on the applicants right from the stage of inviting application or reception .whoever meets the applicant initially should tactful and able to extend help in friendly and courageous way .employment possibilities must be presented honestly and clearly. 2. PRELIMINARY INTERVIEW Preliminary interview is generally planned by large organization to cut the cost of the selection by allowing only the eligible candidates to go through the further stage s in selection. A junior executive from the hr department may elicit responses from applicants on improve items determining the suitability of an applicant for a job such as age, experience, pay expectations, attitude, location choice. This is courtesy interview helps the departments screen out obvious misfits. if the departments finds the candidate suitable, prescribed applications form is given to applicants to fill and submits. 3. APPLICATION BLANK Application form is a traditional and widely used device for collecting infomations from candidate’s .small firms’ designs neither application form nor experience etc. on a plain sheet of paper .but big companies use different types of applications forms for different jobs. The applications form should provide all information’s relevant to selection. But references to caste religion birth place

may be avoided as it is regarded an evidence of discriminations .generally applications forms contains following information A. B. C. D. E. F. G. H.

Identifying information; name, address, telephone no.etc. Personal information; age, sex, place of birth, martial status, dependents. Physical characteristics; height, weight, eye sight. Family back ground Education; academic, technical and professional. Experience; job need, employers duties performed, salary drawn. Reference Miscellaneous; extra curricular activities, hobbies, games and sports.

4. SELECTION TEST Psychological test are being increasingly used in employee selection. A test is as ample of some aspect of an individual’s attitudes, behavior and performance. It also provides systematic basis for comparing the behavior, performance and attitude of two or more persons. Tests are based on assumptions that individuals differ in their job related traits which can be measured. Test helps to reduce bias in selection by serving as supplementary screening device. Test is helpful in better matching of candidates and the job. Test may also reveal qualification which remains covered in application forms and interview. Some of the commonly used employment tests may be stated thus; A. aptitude test. B.personality test. C.simulation test. D.Assessment test. A. aptitude test ;aptitude test measure an individuals potential to learn certain skills clerical mechanical, mathematical etc. these tests indicate whether or not and individuals has ability to learn a given job quickly and efficiently .in order to efficient office staff . Aptitude tests are necessary. B. Personality tests; of entire test require for selection, personality tests have generated lot of heat and controversy. The definition of personality, methods of measuring personality factors and the relationship between personality factors and actual job criteria has been the subject of discussion. Researchers have also questioned whether applicants answer all the items truthfully or whether they try to respond in a socially desirable manner. C. Simulation test; simulation tests is a exercise which duplicates many of activities and problems an employee faces while at work. Such exercise are commonly used for hiring managers at various level of organization.toassess the potential of a candidate for managerial positions ,assessment centers are commonly used. D. Assessment test; an assessment tests is an extended work sample it uses procedures that incorporate graph and individual exercise are designed to simulate the type of work which the candidate will he expected to do. Initially a small batch of applicants comes to the assessment center. Their performance in the situational exercise is observed and evaluated by a term of 6to8 trained assessors. 5. EMPLOYMENT INTERVIEW An interview is a conversation between two persons. In selection, it involves a personal, observational and face to face appraisal of candidates for employment. Interview is a selection and no of selection procedure is complete without one or more personal interviews. The information collected through application a test can be cross checked in the interview. A selection interview sereves three purpose

A.obtaning information about the background education training work history and interest of candidates. B.giving information to candidate about the company the specific job and human resource policies. C.Establishing a friendly relationship between the employer and candidates. 6. MEDICAL EXAMNINATIONS Applicants who have crossed the above stages are sent for physical examinations either to the company’s physician or to a medical officer approved for the purpose such examinations serve the following purpose. a. It determines whether the candidates are physically fit to perform the job those who are physically unfit are rejected. b. It reveals existing disabilities and provides a record of employee’s health at the time of selection. c. It prevents the employment of people suffering contagious diseases. d. It identifies candidates who are other wise suitable but require specific jobs due to physical handicaps and allergies.

7. REFERANCE CHECK The applicant is asked to mention in his application form, the names and address of two or more persons who know him well. These may be previous employers. Heads of educational institutions or public figures, the organizations contacts them by mail or telephone. They are requested to provide their frank opinion about the candidates without incurring any liability. They are assumed that all information supplied will be kept confidential. 8. FINAL APPROVAL In most of the organization, selection process is carried by the H.R. DEPARTMENTS. The decisions of these departments are recommendatory. The candidates short listed by the department are finally approved by executives of the concerned departments. Employment is offered in the form of the appointment letter mentioning the post, the rank, the salary grade, the date by which the candidates should join and other terms and condition in brief. In some organization s contract of services on judicial paper is signed by the both candidate and the representative of the organization. Appointment is generally made on probation of one or two years. After satisfactory performance during this period, the candidate is finally confirmed in the job or permanent basis or regularized.