Selection Process

The employee selection process is the process of aligning men to the right jobs. It’s the ability to match a company’s demands to people’s skills and qualifications. Effective selection can only be made when there is an effective selection process. By selecting the most qualified candidate for the required position, the company will receive greater employee performance. Furthermore, absenteeism and employee turnover will be less of a problem for the organisation. By selecting the finest candidate for the job, the organisation will save time and money. Candidates are thoroughly scrutinised during the selection process. Everyone who applies for a job is put through an examination before being hired.

Steps in the Selection Process

Following are the steps involved in the process selection:

Applications

Interested candidates from within and outside the organisation are invited to apply for the position. The job posting includes a detailed job description and work requirements. It draws a considerable number of applicants from a variety of fields.

Receiving applications

Detailed applications from candidates are collected, which contain all of the necessary information about a person’s personal and professional details. These programmes make it easier to analyse and compare candidates.

Application review

 As the deadline for the company to receive applications approaches, the applications are reviewed and sorted. Incomplete applications are rejected, as are applicants who do not match the job qualifications.

Written Tests

Written tests are administered once the final list of candidates has been compiled following the review of applications. This test is used to determine the candidates’ technical knowledge, attitude, and interest. When there are a lot of applications, this method is helpful. Candidates are frequently offered a second chance to prove themselves by taking another written test.

Psychological exams

These tests are administered individually and assist in determining a person’s unique quality and skill. Aptitude tests, intelligence tests, synthetic tests, and personality tests are examples of psychological exams.

Personal interview

Candidates who have shown themselves to be efficient in examinations are interviewed in person. Individual interviews or a panel of interviewers can be included. Officers from the highest levels of management are usually involved. Candidates are given a series of questions about their previous work experience, family status, interests, and so on. They are expected to state what they expect from the employment. The interviewers identify and note their strengths and limitations, which aids them in making a final selection decision.

Reference check

Typically, the firm will ask for at least two references from the candidate. A reference check is a kind of crosscheck for information provided by the candidate on their registration form and during the interview process.

Medical Tests

Before starting the work, a candidate must have a medical test to determine their physical strength and fitness. Candidates can be dismissed based on their health, even if they score well in examinations and interviews.

Final selection

The candidate is handed an appointment letter to join the organisation on a specific date at this point. The job title, salary, and terms of employment are all specified in the appointment letter. In most cases, the original position is on probation and then becomes permanent after a certain period.

Hiring

The appointed applicant is assigned to an appropriate position so that they can gain a better understanding of the nature of the job. One will be handed an appointment letter outlining the terms of their appointment, compensation range, and the position it has been chosen for, among other things. When he first joins the organisation, the personnel manager’s major responsibility is to familiarize him with the firm and his position. With all of their abilities and qualities, they can adjust to the job and perform well in the future.

HR Department Intimation

After the final selection of candidates, the salary department is informed of the candidate’s details so that a salary arrangement can be established.

Importance of Selection

The following facts demonstrate the significance of selection:

It is possible to find a suitable candidate

Only the most qualified candidates for the job are chosen from among the many applicants for employment. As a result, the selection is a process in which only the most attractive individuals are hired and others are passed over.

Good Candidate Selection Lowers Training and Development Costs

Qualified workers have more grasping power. Therefore, proper candidate selection lowers training costs. They have a greater understanding of the work’s technique. As a result, the business can create alternative training programmes for different people depending on their peculiarities, significantly decreasing training time and expense.

Personnel Difficulties are Reduced by Proper Selection

 Proper personnel selection lowers personnel problems in the organisation. Many problems in the workplace, such as employee turnover, absenteeism, and monotony, will not be experienced to their full extent. Workers will be more content with their jobs, which will improve labour relations.

Conclusion

The selection process can be described as the procedure of identifying and shortlisting qualified people with the appropriate skills and knowledge base to fill vacancies in a company. The selection procedure differs from company to company, business to business, and even within the same organization’s departments. To attract an effective workforce, an organization’s selection procedure is critical. It also aids in the creation of a pool of possible employees for the organisation, allowing management to choose the best candidate for the job.