Thursday, February 25, 2010

Selection/Selection Process


Selection:
 Once we have short listed the candidates, the selection process starts
 It consists of various steps like:

Steps in Selection Process:
1. The initial screening interview
2. Completing the application form
3. Employment tests
4. Comprehensive interview
5. Background investigation
6. Conditional job offer
7. Medical or physical examination
8. Permanent job offer

Step 1: The Initial Screening Interview:
 Usually conducted by the front line manager
 Its purpose is to eliminate the unmatched candidates
 Further reduces the no. of short listed candidates and saves time of senior managers conducting the final job interview
 First interaction of the candidate with the organization’s people
 The front line managers must be trained in conducting effective job interviews
 The manager must possess some very good communication, observation, and analytical skills

Step 2: Completing the Application Form:
 It is a company specific, printed form
 Its purpose is to obtain the information required by the company
 Typically contains questions on education, skills, previous job history, positions held and past and current achievements
 Sometimes, the candidate may give unnecessary information in his CV or job application and may omit or hide an information which is required
 The question should be carefully formulated to avoid legal complications and social or ethical issues

Step 3: Employment Test:
 The purpose is to asses and test the skills and abilities of the potential job candidates
 May include a written test, psychological tests, market surveys and other assignment related to the job itself or a specific skill required for the job

Employment Test Types:
 Traditional Selection Devices:
 IQ Test, Psychological testing, Hand writing analysis
 Performance Simulation Test:
 Performing in a close-to-real work environment
 Written Tests:
 Entry test for admission to BBA


Step 4: Comprehensive Interview:
 Usually conducted by the human resource manager or some senior person from head office
 Its purpose is to get in-depth information about the candidate
 Any possible negotiation on salary is done at this stage
 Gives candidate a second chance to improve upon his first impression
 Senior managers mostly rely upon the feedback and information provided by the front line managers
 Some information provided by the front line managers may base upon insufficient data and lack of sufficient knowledge and observation about the candidate

Step 5: Background Investigation:
 It is the process of verifying information candidate has provided
 If found correct, a final decision is made
 The HR department can contact the candidate’s present or any previous employer for this purpose
 The reference persons can also be contacted
 The most critical stage in selection process
 Helps in making right decisions and avoiding mistakes
 Sometimes, the candidate may:
 Exaggerate his current position, achievements, and/or salary
 Hide information like termination from services, criminal record
 Even make false claims to get the job
 A written consent must be obtained from the candidate for contacting any reference or present or previous employer
 A final decision should be made only after proper reference checking and finding the provided information correct
 In case of any discrepancy, the final decision should be reviewed

Step 6: Condition Job Offer:
 It is a job offer letter offering to the selected candidate/s a job with some conditions e.g. medical checkup

Step 7: Medical or Physical Examination:
 A check-up to determine an applicant’s physical fitness for job performance
 May require taking some medical tests like HIV/AIDS, HCV, HBV, and screening for any serious or chronic disease
 These tests are usually done by some company appointed doctor or approved medical centre
 Organizations spend a lot of money on medical bills of their employees and providing health facilities to their families

Step 8: Permanent Job Offer:
 It is a formal letter offering job to the finalized candidate
 Contains terms and conditions of the service
 Also provide information on job title, salary, reporting line, probation period and major job responsibilities
 Normally two copies are provided
 The selected candidate becomes an employee when he accepts the terms and conditions and signs the job offer letter
 Will keep the original and return a signed copy to the HR department or immediate supervisor
 Employee’s service will be governed by the terms and conditions decided and agreed in the ToR

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