Selection
―Selection is the process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success in a job.‖
It is selecting a right person
for a right job at right time.
Preocess/Method
Preliminary Interview
The purpose of preliminary interviews is basically to eliminate
unqualified applications based on information supplied in application forms.
The basic objective is to reject misfits. On the other hands preliminary
interviews is often called a courtesy interview and is a good public relations
exercise.
Selection Tests
Jobseekers who past the preliminary interviews are called for tests.
There are various types of tests conducted depending upon the jobs and the
company. These tests can be Aptitude Tests, Personality Tests, and Ability
Tests and are conducted to judge how well an individual can perform tasks
related to the job. Besides this there are some other tests also like Interest
Tests (activity preferences), Graphology Test (Handwriting), Medical Tests,
Psychometric Tests etc.
Employment Interview
The next step in selection is employment interview. Here interview is a
formal and in-depth conversation between applicant‘s acceptability. It is
considered to be an excellent selection device. Interviews can be One-to-One,
Panel Interview, or Sequential Interviews. Besides there can be Structured and
Unstructured interviews, Behavioral Interviews, Stress Interviews.
Reference & Background Checks
Reference checks and background checks are conducted to verify the
information provided by the candidates. Reference checks can be through formal
letters, telephone conversations. However it is merely a formality and
selections decisions are seldom affected by it.
Selection Decision
After obtaining all the information, the most critical step is the
selection decision is to be made. The final decision has to be made out of
applicants who have passed preliminary interviews, tests, final interviews and
reference checks. The views of line managers are considered generally because
it is the line manager who is responsible for the performance of the new
employee.
Physical Examination
After the selection decision is made, the candidate is required to
undergo a physical fitness test. A job offer is often contingent upon the
candidate passing the physical examination.
Job Offer
The next step in selection process is job offer to those applicants who
have crossed all the previous hurdles. It is made by way of letter of
appointment.
Final
Selection
Recruitment
The
process of attracting individuals on a timely basis, in sufficient numbers, and
with appropriate qualifications, and encouraging them to apply for jobs with an
organization.
Recruitment Sources and Methods
n Recruitment
sources: Place where qualified individuals are found
n Recruitment
methods: Means by which potential employees can be attracted to the firm
Methods Used in Internal Recruiting
n Job
Posting
n Employee
Referrals
n Internal
Job Fairs External Recruitment Sources
Why
external recruitment?
n Acquire
skills not possessed by current employees
n Obtain
employees with different backgrounds to provide a diversity of ideas
n External
Recruitment Sources
v Internet
v Community
Colleges
v Colleges
and Universities
v Competitors
and Other Firms
v Outplacement
Firms
v Military
Personnel
v Consultants
or Researcher
v Professional
Associations
External
Recruitment Methods
n Advertising
n Employment
Agencies
n Job
Fairs/Virtual Job Fairs
n Executive
Search Firms
n Target
Research
n Internships
n Professional
Associations
n Open
Houses
n Event
Recruiting
n Sign-on
Bonuses
n Company
Database
n Target Internet sites
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