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    Selection Process

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    shriram singh
    The selection process varies between organizations and departments based on the job. It typically involves multiple steps including preliminary interviews, application screening, employment tests assessing intelligence, aptitude, skills, interests and personality, employment interviews to evaluate suitability and gather information, reference and background checks, medical examinations, and final selection and hiring. The goal is to identify the most qualified candidates by eliminating those unsuitable at each stage to save time and resources.

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    Selection Process

    Uploaded by

    shriram singh
    34 views2 pages
    The selection process varies between organizations and departments based on the job. It typically involves multiple steps including preliminary interviews, application screening, employment tests assessing intelligence, aptitude, skills, interests and personality, employment interviews to evaluate suitability and gather information, reference and background checks, medical examinations, and final selection and hiring. The goal is to identify the most qualified candidates by eliminating those unsuitable at each stage to save time and resources.

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    The selection process varies between organizations and departments based on the job. It typically involves multiple steps including preliminary interviews, application screening, employment tests assessing intelligence, aptitude, skills, interests and personality, employment interviews to evaluate suitability and gather information, reference and background checks, medical examinations, and final selection and hiring. The goal is to identify the most qualified candidates by eliminating those unsuitable at each stage to save time and resources.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    34 views2 pages

    Selection Process

    Uploaded by

    shriram singh
    The selection process varies between organizations and departments based on the job. It typically involves multiple steps including preliminary interviews, application screening, employment tests assessing intelligence, aptitude, skills, interests and personality, employment interviews to evaluate suitability and gather information, reference and background checks, medical examinations, and final selection and hiring. The goal is to identify the most qualified candidates by eliminating those unsuitable at each stage to save time and resources.

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    SELECTION PROCEDURE/PROCESS

    The procedure of selections will vary from organisation to organisation and even from
    department to department within the same organisations according to the kinds of the
    jobs to be filled. The number of steps in the procedure and the sequence of steps also
    varies, for instance, some organisations do not hold preliminary interview, test or
    screening, whereas in other organisations such as commercial banks, preliminary
    tests are given to eliminate a large number of applicants.
    However the main steps or stages that could be incorporated in the selection
    procedure are as under.
    1. Preliminary interview.
    2. Receiving applications.
    3. Screening of applications.
    4. Employment test.
    5. Employment interview.
    6. Physical examination.
    7. Checking references.
    8. Final selection.

    1. Preliminary interview
    The selection program begins with a preliminary interview or screening. The
    preliminary interview is generally brief and does the job of eliminating the total
    unsuitable candidates. The preliminary interview offers advantages not only to the
    organisation but also to the applicants. If an applicant is eliminated at this stage, the
    organisations will be saved from the expenses of processing him through the
    remaining steps of the selection procedure and the unsuitable candidate will be saved
    from the trouble of passing through the long procedure.

    2. Receiving applications
    Standard application forms may be drawn up for different jobs and supplied to the
    candidate on request. Specimen of an application form for the post of Statistical
    Officer is given. The application form is useful for several reasons. It gives a
    preliminary idea of the candidate to the interviewer and helps him in formulating
    questions to have more information about the candidate.

    3. Screening of applications
    After the applications are received, they are screened by a screening committee and a
    list is prepared of the candidates to be interviewed. Applicants may be called for
    interview on some specific criteria like sex, desired age group, experience and
    qualifications.

    4. Employment tests
    Individuals differ in almost all aspects one can think of. They differ with respect to
    physical characteristics,capacity, level of mental ability, their likes and dislikes and
    also with respect to personality traits. The pattern of physical, mental and personal
    variables gives rise to thousand and one combination and the particular pattern
    makes the individual suitable for several classes of activities, Jobs or field of work.
    So before deciding upon the jobs or job suitable for a particular individual, one
    should know the level of his ability and the knowledge, the pattern of his interest and
    aptitude in detail. This will require the use of employment tests which are listed
    below:
    1 intelligence tests
    2 aptitude tests
    3 trade or proficiency tests
    4 interest tests
    5 personality tests

    5. Employment interview
    Interviews may be used to secure more information about the candidate. The main
    purposes of unemployment interview are
    (a) to find out the suitability of the candidate,
    (b) to see more information about the candidate, &
    (c) to give him an accurate picture of the job with details of terms and conditions and
    some idea of organisations policies.

    6. Checking references
    Prior to final selection, the prospective employer normally makes an investigation on
    the references supplied by the applicant and Undertake more or less through search
    into the candidates past employment.

    7. Physical examination/ medical examination


    The pre-employment physical examination or medical test of a candidate is an
    important step in the selection procedure. Though in the suggested selection
    procedure, medical test is located near the end, but this sequence need not to be
    rigid. A proper medical examination will ensure higher standards of Health and
    physical fitness of the employees and will reduce the rates of accident, level turnover,
    and absenteeism.

    8. Final selection and appointment letter


    After a candidate has cleared all the hurdles in the selection procedure, he is formally
    appointed by issuing him and appointment letter aur bye concluding with him a
    service agreement.

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