Selection Method

SELECTION: –

MEANING OF SELECTION:

Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under

Definition of Selection: Process of differentiating

“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

Recruitment

Selection

1.    Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.

2.    Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.

1.    Selection is concerned with picking up the right candidates from a pool of applicants.

2.    Selection on the other hand is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.

PROCESS / STEPS IN SELECTION

1.    Preliminary Interview: The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview and is a good public relations exercise.

2.    Selection Tests: Jobseekers who past the preliminary interviews are called for tests. There are various types of tests conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an individual can perform tasks related to the job. Besides this there are some other tests also like Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc.

3.    Employment Interview: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews.

4.    Reference & Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it.

5.    Selection Decision: After obtaining all the information, the most critical step is the selection decision is to be made. The final decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews and reference checks. The views of line managers are considered generally because it is the line manager who is responsible for the performance of the new employee.

6.    Physical Examination: After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination.

7.    Job Offer: The next step in selection process is job offer to those applicants who have crossed all the previous hurdles. It is made by way of letter of appointment.

8.  Final Selection

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  1. charles w
    November 12, 2013 at 7:09 pm

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    November 26, 2013 at 9:52 pm

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    • DENIS TURYAHEBWA
      May 19, 2017 at 3:36 pm

      YOU REALLY HAVE MORE APPEALING MATRTER WEN I HAVE APPRICIATED

  3. liana
    December 1, 2013 at 5:28 pm

    Thank u

  4. December 18, 2013 at 10:25 am

    thanx a lot 4 helping in d xams

  5. December 20, 2013 at 9:33 am

    Human resource is the best

  6. January 14, 2014 at 1:11 pm

    Well appreciated and documented.

  7. Malai mani rajan
    March 1, 2014 at 11:12 am

    This is very help ful page for UG and PG students. Thank you

  8. saurabh gupta
    March 24, 2014 at 10:26 pm

    really appreciated

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    April 11, 2014 at 1:13 pm

    i am pursuing m.com .your site has provided me a lot of help in getting. appropriate answer.the book i purchased for hrm has explained the topic upto level of ph.d hence our problems are solved by ur site so thanking. you

  10. Anonymous
    May 5, 2014 at 12:46 am

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  11. Sumit Ghoghare
    May 9, 2014 at 11:49 am

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  12. Andrew
    May 14, 2014 at 1:16 pm

    whats the reference for this please?

  13. ALBINA MKENDA
    May 20, 2014 at 12:53 pm

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  14. taher
    May 27, 2014 at 1:10 am

    I liked this publication. Please follow up and all that is new in the early stages of selection and recruitment. And please follow all publications of human resources. Best Regards

  15. June 23, 2014 at 12:59 am

    Final Selection

  16. jonalyn
    July 2, 2014 at 6:00 am

    Thanks..it help me…

  17. narainen kolanthan
    July 5, 2014 at 12:56 pm

    very enriching information

  18. Anonymous
    October 15, 2014 at 2:08 pm

    good information

  19. Akash yelke
    October 16, 2014 at 12:37 am

    Thank you so much

  20. October 17, 2014 at 12:13 pm

    it is important the selection of final human product

  21. Anonymous
    October 22, 2014 at 4:16 pm

    thank you for giving the understandable information about selection methods

  22. Ademola Taiwo
    October 29, 2014 at 1:02 am

    what a lovely site with a suitable answer

  23. Lysa
    November 9, 2014 at 2:51 pm

    a helpful answer, thanks

  24. Nanabeyin Ogoe
    November 22, 2014 at 12:44 am

    Great keep it up

  25. Md. Shahadat Hossain
    November 24, 2014 at 1:10 pm

    many many thanks for giving such types of notes…

  26. Bolden
    November 25, 2014 at 6:35 pm

    love it, may the almighty bless ur work

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