Selection Process Definition
The selection process can be defined as shortlisting the right candidates with the required qualifications to fill the vacancies in an organization. The process varies from company to company hence need to be understood what type of process suits accordingly.
The Selection Process is quite a lengthy and complex process as it involves a series of steps before making a final decision. To know more about the selection process of an organization, read the article below.
Selection Process Meaning
The selection process refers to selecting the right candidate with the required qualifications and capabilities to fill the vacancy in the organization. The selection process is quite a lengthy one and also complex. It involves a series of steps before the final selection. The procedure of selecting the employees may vary from industry to industry according to their own needs. Every organization designs their selection process while keeping in mind the urgency of hiring the people and the requisites for the vacancy of the job.
Recruitment and Selection
Recruitment is the process where the potential applicants are searched for and are encouraged to apply for a vacancy. While the selection is the process of hiring the employees from the shortlisted candidates and providing them with a job in the organization. The success of any organization depends on its employees because when an employee is well suited for their job the entire company can enjoy the benefits of their success. Recruitment and selection help organizations to choose the right candidates for the right positions in the business.
Steps in Selection Process
Popularly there are seven stages in the process of selection :
Application – After the job opening has been announced, the candidates apply for the respective jobs which suit them.
Screening and Pre-selection – The goal of this second phase is to reduce the number of candidates from a large group to a manageable group of between 3-10 people that can be interviewed in person. The selection is based on their selection technique and according to the company’s needs.
Interview – The interview gives insight into a person’s verbal accuracy and how sociable they are. This also provides the opportunity to ask the candidate job-related queries.
Assessment-The full assessment usually is more accurate as this helps the organization to check the candidate well. Assessments include work sample tests, integrity tests, and related job knowledge tests.
Reference And Background Check- An essential step is the reference check, which is to confirm about the candidate. The candidates are asked to give references and he follows up on these.
Decision- The next step is to decide to choose the correct candidate who promises the greatest future potentiality for the organization.
Job Offer and Contract – After the decision-making process, the candidate needs to accept the offer which is known as the contract.
Types of Selection Process
Selection types differ according to different types of organizations. The types of the selection process are -
Application forms and CVs
Online screening and shortlisting
Interviews
Psychometric testing
Ability and aptitude tests
Personality profiling
Presentations
Group exercises
Assessment centers
References
Importance of Selection
Selection is an important facet for the organization, it’s importance can further be summed up as below-
It identifies the right candidates for the company.
Recruiting talented employees can help increase the overall performance of the organization.
Helps in avoiding false negatives and false positives of the candidates.
Above all, the process selection has all the way become more complicated. As the organizations want to hire talented and effective employees, this can create a difference in the interest of the organization, hence the organizations carefully have adopted different methods of recruiting a candidate.
FAQs on Selection Process in HRM: Steps and Significance
1. What are the key steps in the employee selection process as per the CBSE syllabus?
The employee selection process is a systematic procedure to choose the most suitable candidates. The key steps are:
- Preliminary Screening: Eliminating unqualified applicants based on the information supplied in the application forms.
- Selection Tests: Conducting written tests to measure attributes like aptitude, intelligence, and personality.
- Employment Interview: A formal, in-depth conversation to evaluate the applicant's suitability.
- Reference and Background Checks: Verifying the applicant's background and information from references.
- Selection Decision: The final decision is made from among the candidates who pass the tests, interview, and reference checks.
- Medical Examination: Ensuring the candidate is physically fit for the job requirements.
- Job Offer: A formal offer of employment is made to the selected candidate.
- Contract of Employment: A formal document detailing the terms and conditions, which is signed after the job offer is accepted.
2. Why is the selection process often called a 'negative process'?
The selection process is considered a negative process because its primary goal is to eliminate or reject unsuitable candidates at each successive stage. It starts with a large pool of applicants and systematically narrows it down to the one best-suited individual. In contrast, recruitment is a positive process as it aims to attract as many potential applicants as possible to create a wide talent pool.
3. What is the significance of conducting a proper selection process in a company?
A well-structured selection process is highly significant for several reasons:
- Ensures Right Person-Job Fit: It helps in placing the right candidate in the right job, leading to higher performance and job satisfaction.
- Reduces Costs: By hiring suitable employees, it reduces costs associated with high employee turnover, frequent recruitment, and extensive training.
- Increases Organisational Performance: Competent employees contribute more effectively to the company's goals and overall productivity.
- Legal Compliance: A fair and standardised process helps the organisation avoid charges of discrimination or partiality.
4. What are the different types of selection tests used in Human Resource Management?
Organisations use various tests to assess a candidate's abilities and personality. The main types include:
- Intelligence Test: Measures an individual's level of intelligence quotient (IQ) and learning ability.
- Aptitude Test: Measures an individual's potential for learning new skills and their capacity to develop.
- Personality Test: Assesses a person's emotions, reactions, maturity, and values to see how they would fit into the company culture.
- Trade Test: Measures the existing skills or knowledge of a candidate in a particular profession or trade.
- Interest Test: Used to know the pattern of interests or involvement of a person to find a job they would enjoy.
5. How does an aptitude test differ from a trade test in the selection process?
The key difference lies in what they measure. An aptitude test is forward-looking; it assesses a candidate's potential or capacity to learn and acquire new skills for a future role. In contrast, a trade test is backward-looking; it measures the skills and knowledge a candidate already possesses for a specific job, such as a typing test for a data entry operator or a coding test for a software developer.
6. What is the purpose of conducting a preliminary interview and reference checks?
The preliminary interview is a brief, initial interaction to eliminate obviously unsuitable candidates. It helps save the time and effort of conducting further tests on candidates who are clearly not a fit. Reference and background checks are conducted later in the process to verify the authenticity of the information provided by the candidate and to gain insights into their character, work ethic, and past performance from previous employers or professional references.
7. Can an organisation skip certain steps in the selection process? What are the potential risks?
While an organisation can tailor its selection process, skipping critical steps poses significant risks. For instance, skipping selection tests might lead to hiring someone who lacks the necessary aptitude or skills. Skipping the medical examination could result in hiring someone physically unfit for the job, leading to higher absenteeism and potential safety issues. Skipping background checks can lead to hiring a candidate with a history of poor performance or dishonesty. Each step is designed to reduce the risk of a bad hire.
8. What is the difference between a Job Offer and a Contract of Employment?
A Job Offer is the initial communication made to the selected candidate, informing them that they have been chosen for the position. It is typically made via a letter of appointment. Once the candidate accepts this offer, the process moves to the final stage. The Contract of Employment is a formal, legally binding document that is signed by both the employer and the employee. It outlines all the detailed terms and conditions of employment, including duties, salary, work hours, leave policy, and date of joining.
