Process of Selection
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Selecting the right employee is important for three main reasons: performance, costs, and legal obligations (Kumari, 2012). The process of Selection can be broken down into a number of processes mainly (Hamza et al., 2021):
·
CV Screening
and/or Preliminary Interview
·
Application Form
·
Employment Tests
·
Employment
Interview
·
Final Job Offer
This
process is clearly shown in figure 1.0.
Figure
1.0 The Process of Selection
(Hamza et al., 2021)
CV Screening and/or
Preliminary Interview
CV
Screening and conducting a preliminary interview is advantageous for both the
firm and the applicant when there are several candidates available. The goal is
to immediately filter out unwanted and unqualified individuals (Campion et al.,
2019).
Application Form
At the
preliminary interview an application form is filled out. Most organizations
create their own application form based on the business size, type of activity
and level of position (Yakubovich and Lup, 2006). An application form usually
includes the following:
· Biographical
Data: Name, Address, Gender, DOB, Marital Status, Nationality. These points
give the employer a detail about the applicant’s situation and how it may
affect the potential candidate’s behavior to determine the suitability for the
vacant position.
· Educational
Background: Training in specialized domains and information
gained through professional/technical courses.
· Work Experience:
Previous employment, the number of jobs held, the
duties and responsibilities performed in each position, the length of time
spent at each position. These give the employer an idea of the retention
possibility of the candidate.
· Salary:
Anticipated salary and other benefits by the potential candidate
· References: Contact information for former employers and references.
Employment Tests
These are administered to gather data on candidates that cannot
be obtained from application forms or interviews (Campion et al.,
2019). This assists in matching a person's traits
with a position to hire the most suitable for the job. A variety of test such
as IQ tests, Achievement tests, aptitude tests, personality tests and integrity
tests.
Employment Interview
Meeting between two or more people for the purpose
of sharing information about a vacant position can be defined as an interview (Nikolaou
& Oostrom, 2015). The interviewer compares the information from the
application with an observation face to face. This gives the interviewer to
make inquiries about topics not covered in the tests, assess the enthusiasm and
intelligence, judge uneasiness and facial expressions, and inform candidates of
policies, and culture of the organization.
Final
Job Offer
While
the selection process of an organization usually follows a standard pattern
beginning with an initial screening interview and finishing off with the final
employment decision. The steps in between will change according to each
organizational need. Each step is needed to expand the the organization’s knowledge
about the applicant’s background, abilities, motivation and increases the
information from which the decision makers can make their final choice. (Kamran
et al., 2015).
List of References
Campion, M.C., Campion, E.D. and Campion, M.A. (2019) “Using
practice employment tests to improve recruitment and personnel selection
outcomes for organizations and job seekers.,” Journal of Applied Psychology,
104(9), pp. 1089–1102. Available at: https://doi.org/10.1037/apl0000401.
Hamza, P.A. et al. (2021)
“Recruitment and selection: The relationship between recruitment and selection
with organizational performance,” International Journal of Engineering,
Business and Management, 5(3), pp. 1–13. Available at: https://doi.org/10.22161/ijebm.5.3.1.
Kamran, A., Dawood, J. and Hilal, S.B. (2015) “Analysis of
the recruitment and selection process,” Advances in Intelligent Systems and
Computing, pp. 1357–1375. Available at:
https://doi.org/10.1007/978-3-662-47241-5_114.
Kumari, N. (2012) A Study of the Recruitment and
Selection process: SMC Global, 2(1).
Nikolaou, I. and Oostrom, J.K. (2015) Employee
recruitment, selection, and assessment: Contemporary issues for theory and
Practice. Hove, East Sussex: Psychology Press, Taylor & Francis Group.
Yakubovich, V.,
& Lup, D. (2006). Stages of the Recruitment Process and the Referrer’s
Performance Effect. Organization Science, 17 (6), 710-723.
http://dx.doi.org/10.1287/orsc.1060.0214
Very clearly describe process of selection. In order for an association to sustain competitive advantage each step in the Recruitment and selection process needs careful time and consideration. Opinions made in the Recruitment and selection stage will impact the company in the future, Bad opinions made in the selection process can produce serious costs for an association (Argue, 2015)
ReplyDeleteMany thanks for the comment Zacky. yes I agreed with you, the hiring process has a direct impact on how well a business performs and how satisfied employees are with their jobs. In this instance, the selection process must be well-organized, and HR staff members need to have the necessary skills to locate the best candidates for the suitable jobs. The recruiting and selection process is a crucial component of human resource management in businesses, according to (Rozario et al., 2019). However, it is more important for the HR personnel in charge of hiring and selecting to choose the finest application provided they have all the information they need to do so.
DeleteRecruitment is the HR department’s main function, and the recruitment process is the first step in creating competitive quality and a strategic advantage in recruitment for the Organization. The hiring process involves systematic steps from sourcing candidates to coordinating and leading interviews, which are resource and time-intensive (Pshdar Abdalla Hamza, 2021).
ReplyDeleteYes Upul, I agree. Recruitment is the process of identifying, selecting, and hiring the most qualified applicant from a pool of applicants or from the outside, as well as hiring and integrating the new employee into the association. The HR division is also in charge of choosing the candidate for the post who best fits the firm's needs. 2019 (Othman & Abdullah)
DeleteSelection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires (Neeraj Kumari 2012). The basic aim of selection as stated by Castetter (1992) is to fill the vacant vacancies with personnel who meet the job-related competencies, are self-motivated and directed or inclined towards success, consistent, efficient towards goals, system, and organization, contribute well and quick learner directed towards self-development (Mohammed, 2020).
ReplyDeleteThank you for your valueble comment Sachini, I agreed with you, The information you provided is fascinating. depending on (vikash 2022). Finding the best candidate for a position is never a simple effort because it is highly challenging to filter applicants and fill positions that are crucial for the organization. Because poor personnel selection could have a negative effect on the organization's performance.
DeleteGood content and agreed with your points. Also, efficiency in the recruitment processes generates productivity and builds a good working environment and good relations between the employees (Recruitment and Selection, 2016)
ReplyDeleteAgreed Manomi, further, The process of finding, choosing, and employing the most qualified applicant from among candidates or from the outside, as well as contracting with and integrating the new employee into the association, is known as recruitment.(Abdullah & Othman) 2019
DeleteAgreed with the content Manoj. In addition, Recruitment is described as a series of operations undertaken by a company in order to attract the attention of job seekers who possess the skills required to assist the organization in achieving its objectives and goals (Othman et al. 2019). Examining the requirements of employment, attracting individuals to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the organization are all part of the recruitment process (Khan & Abdullah, 2019).
ReplyDeleteAppreciate your Idea and I agree with you, Moreover, according to (Othman & Abdullah) 2019 Recruitment is the process of identifying, selecting, and hiring the most qualified applicant from a pool of applicants or from the outside, as well as hiring and integrating the new employee into the association. The HR division is also in charge of choosing the candidate for the post who best fits the firm's needs.
DeleteThis is very interesting article Manoj and adding furthermore, From other organization/company/institute or fresh graduate people this process is applicable, step by step selection and recruitment process is shown (Bushra Bintey Mahbub 2020). Many vacancies are filled from outsiders. Even when an company own candidates if transferred or promoted elsewhere in the company there comes a vacant position, which should be filled externally. (Ayesha Yaseen 2015).
ReplyDeleteThank you Malshani. Furthermore, To begin analyzing possible employees for future employment, a business must first engage in recruitment, which is the process of locating and luring individuals from both inside and outside the organization. Selection then follows the identification of candidates of the correct caliber (Walker, 2009).
DeleteGreat Article Manoj, This blog post is really informative. The initial screening interview will mark the beginning of the selection process, and the final employment offer will mark its conclusion. Each step is necessary to increase the applicant's knowledge so that the decision-makers can select the candidate who is most qualified for the open position, even though the steps in between will vary depending on the needs of the business (Kamran et al., 2015).
ReplyDeleteThank you Dehara for your valuable comment, select the candidate who is most qualified for the open position is main responsibility of the HR department I agree with you the steps in between will vary depending on the needs of the business. Further, according to (Anwar & Abdullah, 2021) The first stage in giving the association a recruiting and competitive advantage is the hiring process, which falls under the purview of the HR department. Recruitment is the process of locating and selecting a qualified or suitable applicant to fill a position that is open . These procedures or rules are intended to raise the caliber of output, employee satisfaction, and organizational effectiveness.
DeleteGood content Manoj. Just to add about the process of selection which should think it. Gareth (1997) says the initial part of the selection process is concerned with “selling” the role.
ReplyDeleteMany thanks Kndeepan. Further, Subjective judgment is a part of the majority of recruitment and selection procedures. But handling job applicants professionally and positively is more likely to leave them with a favorable image of the company and how it has dealt with the applicants, whether they are successful or not (National University of Ireland, 2006)
DeleteThe hiring procedure seeks to deliver the best candidates with top-notch credentials and qualifications(Mohammad, 2020). The Human Resources Department values the recruitment process because it helps them avoid making a costly hiring error that might end up costing the company a lot of money(Mohammad, 2020). Beyond the pay and benefits provided, the process of using an ineffective and effective component may result in more losses due to the incorrectly carried out actions and decisions(Mohammad, 2020). As a result, this procedure is among the most crucial ones for the management of human resources as well as for the business as a whole(Mohammad, 2020).
ReplyDelete