Selection is the procedure of identifying and choosing the finest person out of a number of potential candidates for a job. Employee Selection means weeding out not fitting applicants and selecting those individuals with requirement qualifications and capabilities to fill the jobs in the organization. Towards this reason, the candidates are required to take a series of employment tests and interviews. The efficiency of the selection process would eventually be tested in terms of on-the-job of the chosen person.
Process of Selection
The important steps in the process of selection are as follows:
(i) Preliminary Screening: Preliminary screening helps the Manager eradicate unqualified or unfit job seekers based on the information supplied in the application forms. Preliminary interviews help reject misfits for reasons, which did not appear in the application forms.
(ii) Selection Tests: An employment test is a mechanism that attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as manual dexterity, to intelligence to personality.
(iii) Employment Interview: Interview is a formal, in-depth conversation conducted to evaluate the applicant’s suitability for the job. The role of the interviewer is to seek information and that of the interviewee is to provide the same.
(iv) Reference and Background Checks: Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and, gaining additional information on an applicant.
(v) Selection Decision: The final decision has to be made from among the candidates who pass the tests, interviews and reference checks. The views of the concerned manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee.