Employee Selection Procedure in Human Resource

Employee Selection in Human Resource is the process of putting right men on the right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting the best candidate for the required job, the organization will get the quality performance of employees. Moreover, the organization will face less of absenteeism and employee turnover problems. By selecting the right candidate for the required job, the organization will also save time and money. Proper screening of candidates takes place during the selection procedure. All the potential candidates who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of the employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While the selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in the staffing process. Selection involves choosing the best candidate with best abilities, skills, and knowledge for the required job.

The Employee selection Process takes place in the following order-

  1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile, and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.
  2. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, the reason for leaving the previous job, experience, etc.
  3. Written Tests- Various written tests conducted during selection procedure are an aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.
  4. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover, the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in the room. There should be an honest communication between candidate and interviewer.
  5. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.
  6. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

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