―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.
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.
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.
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.
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.
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.
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.
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 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 Employment Agencies
n Job Fairs/Virtual Job Fairs
n Executive Search Firms
n Target Research
n Professional Associations
n Open Houses
n Event Recruiting
n Sign-on Bonuses
n Company Database
n Target Internet sites
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