SELECTION
Meaning and Definition of Selection
Selection refers to a process in which individuals are picked - up from the pool of job applicants possessing the required knowledge and skills for the job to be performed in an organisation . Selection is a process which includes various phases such as exploring the applicants in order to check whether they are suitable for the job or not , picking - up the right ones from the pool of applicants and eliminating the rests . Therefore , selection can be regarded as a negative process in its application , as its main aim is to reject as many unsuitable individuals as possible ; so as to get the right and appropriate candidates for the organisation .
Literature Review
According to Terrie Nolinske ,
" Selection is the process of making a hire or no - hire decision regarding each applicant for a job " .
According to Schermerhorn , Hunt , and Osborn , " Selection is a series of steps from initial applicant screening to final hiring of the new employee " .
According to Steven P. Robbins and Mary Coulter , " Selection is the process of screening job applications to ensure that the most appropriate candidates are hired " .
According to Dale Yoder , " Selection is the process by which candidates for employment are divided into two classes those who will be offered employment and those who will not " .
Selection Procedure / Steps in Selection
Process The selection process consists of various barriers or stages . Selection aims at generating full information regarding the candidates in order to determine whether they are appropriate for the job or not . The selection process varies from organisation to organisation and from job to job . Therefore , an ideal process of selection includes the following steps as shown in below :
Selection Procedure
Step 6 Hiring Decisions
Step 5 Reference Check and Background Verification
Step 4 Medical Examination
Step 3 Selection Interviews
Step 2 Selection Tests
Step 1 Screening of Applicants ( Application Forms )
:
1)Screening of Applicants ( Application Forms ) :
Screening of applicants includes filling up the application forms by the candidates . These application forms contain information about the applicants such as personal bio - data , achievements , experience , etc. This kind of information is utilised in order to get the right candidate , who is eligible for the vacant position . It can also be used for maintaining a permanent record of the candidates who are selected . After screening all the applicants , only those candidates are allowed for further selection process , who are meeting the job requirements and the standards set by the organisation . In case , the candidates matching the job requirement are more than the vacant positions , organisation goes only for few chosen candidates for further selection process .
2 ) Selection Tests :
Every organisation has its own rules for the selection process , to generate the required information about the candidate , or to reject the candidates who are not qualified for the interview . Generally , selection tests support the information provided by the applicants in the application forms . A selection test may provide useful information in terms of their aptitude , hobbies , personality , etc. , which is not possible to get through an application form .
3 ) Selection Interviews :
Selection tests are followed by a personal interview with the candidate . The main purpose of a personal interview is to fully evaluate the candidate for the job . It also gives a chance to the candidate to gain all the information about the organisation . Sometimes , a preliminary interview takes place before conducting the tests .
4 ) Medical Examination :
Medical examination is performed in order to observe the candidate's endurance or tolerance level under pressure , as there are several jobs which require a lot of patience . Medical examination evaluates whether the candidate possesses these traits or not . It identifies the deficiencies ofselective and qualitative placement for a positive cause and not for rejection only . It also indicates the suitability of a candidate for a job , and prevents his transfer to other job positions . A medical examination is performed to place the right candidates at the right jobs , where they can function without any kind of ill effect or loss to their health . It is generally performed by the organisation's own physician or a medical officer authorised by the organisation .
5 ) Reference Check and Background Verification :
Selection procedure includes this step of a reference check and background verification for the purpose of bringing out more information regarding the candidate . Organisations request the candidates for some references from whom they can gain some more information . This information may be concerned with their background , character , working , etc. These references may include ex - employers of the candidate , people from educational institutions of the candidate , or some other important people who know the candidate's attitude and skills . In India , references are not supposed to be of much importance due of their subjectivity , but they are an important source of valuable information , which cannot be obtained from any other source .
6 ) Hiring Decisions or Approval by Appropriate Authority :
Finally , based on the above steps , the appropriate candidates are recommended for selection by the personnel department or selection committee . However , the personnel department or selection committee may hold the responsibility of finalising the candidates for the job ; sometimes organisations have their own staff to recommend the candidates for final selection by the top management . Generally , organisations assign different authorities to approve the final selection of candidates . On receiving the approval , the candidates are told about their selection in the organisation , and are requested to report to the concerned personnel .
