It has been alleged that some of the selection procedures used by employing organizations discriminate against educationally and culturally deprived individuals. The rough screening is more of the mechanical variety, where the basic eligibility requirements are checked. They indicate where the answers of the candidate fall marginally short of bench mark and where they are ideal or good. They indicate where the answers of the candidate fall marginally short of bench mark and where they are ideal or good. One must always be concerned with the accuracy of the description provided in the recommendation. Employment Interview: 6. Every method of selection must be clearly related to performance on the job, and the burden of proof rests on the employing organization. Detailed job description and job specification are provided in the advertisement for the job. Third, the physical examination information may be used to determine if there are certain physical capabilities which differentiate successful and less successful employees. Application blanks are not as effective practically as they appear theoretically sound. Job Offer: The step following all the other steps is receiving the job offer. BaBylissPRO Lo-ProFX High-Performance Low Profile Clipper, 1 ct. Meaning of Selection Process Selection refers to the process by which qualified applicants are selected by means of various tests in pre-determined numbers, out of a large number of applicants. By Skills For Change A preliminary interview is a pre-screening for potential employees which is conducted before the more comprehensive regular job interview. Rather, attempts should be made to prepare weighted application for specific jobs and specific organizations. Step 4 Create benchmark answers and a rating scale for each An ideal answer may be given the rating of 5 on a 5 point scale whereas, an average answer 3 marks and a poor one just 0 mark. Criteria development means determining which sources of information will be used and how those sources will be scored during the interview. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. The panel interview consists of two or more interviewers and the figure may go upto as many as 15. 8. Receiving Applications: 3. Application Blanks. The employment interview can be (i) one-to-one (ii) sequential, or (iii) panel. Initial screening is done in this step and all the undesirable applicants are weeded out. These days application forms of almost all organizations can be downloaded from the website or may even be provided on request. Final Selection: Meaning of Selection: The criteria should be related directly to the job analysis and the job specifications. Candidates who give satisfactory performance during the probationary period are made permanent. After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. The information obtained from application blanks is job related. More specific as well as follow-up questions can be asked in a telephone conversation because it is a more flexible interview situation. Reliability refers to standardization of the procedure of administering and scoring the test results.A person who takes a test one day and makes a certain score should be able to take the same the next day or the next week and make more or less the same score. In a granular pre-process, the preliminary interview is conducted to weed out all candidates who do not meet the essential eligibility criteria - educational qualifications, required skill sets, proven certifications, and experience. If the new employees first job upon joining the company is to go on training, the firm may request that the individual delays joining the company until perhaps a week before such training begins. The second one is called motor tests which check the hand eye coordination of employees. The candidates achievement in his career is tested regarding his knowledge about the job and actual work experience. A Psychological test is standardised instrument designed to measure objectively one or more aspects of a total personality by means of samples of verbal or non-verbal responses, or by means of other behaviour. Application blanks are frequently used as selection devices. Because of the high cost, it is important to hire the right person from the beginning and ensure a fair selection process. Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. This is a highly subjective method. (c) Ask questions which were not a part of his application. Medical Examination 8. A healthy employee is in the interest of the organization, as sickness, leave and benefits could be costly and counterproductive. In-spite of good performance in tests and interviews, candidates can be rejected on the basis of their ill health. Employers conduct interview generally with a panel consisting of talented and skilful interviewers from the company. These tests are also called performance or occupational tests. By developing the criteria before reviewing any rsums, the HR manager or manager can be sure he or she is being fair in selecting people to interview. As a result, personnel psychologists are focusing on the mechanics and dynamics of this complex face- to-face meeting in the hope of understanding its process and problems. Suppose, if academic achievement is markedly associated with success in executive jobs, it is assigned a relatively high weight. Step 2 Rate the jobs main duties Identify jobs main duties. (i) Job knowledge tests These tests are used to judge proficiency in operating mechanical equipment, dictating, typing, computer applications etc. Interview serves as a means of checking the information given in the application forms and the tests results. Selection is a long and tedious process. Notwithstanding these limitations, the application blanks have been proved highly effective in several jobs. If a caregiver is in crisis because of their care situation or some other reason, research staff will be instructed to consult with Dr. Gaugler. . Traditionally, there are four approaches to securing letters of reference. Like screening, the purpose of the preliminary interview is to eliminate unsuitable or unqualified candidates from the selection process. In fact, some aspects of the job analysis and job specifications may be the actual criteria. Preliminary Screening: Preliminary screening facilitates the manager of the organization to shortlist the candidates and eliminate those who are not suitable for the job based on the details mentioned in the application form. Further, personality tests may not successfully predict job success. In this process, the opinion of concerned the manager makes the concluding decision as to who will be selected among those final candidates qualifying for that particular job. Candidates may also be assessed based on their background and level of interest. Audit must be conducted by people who work independent of the HR department. Two kinds of screening are normally done the first is the rough and the second is the fine screening. To the extent that the employer lacks the ability to communicate in this fashion, the accuracy of the recommendation is going to suffer. There is another step-a more sensitive one reassuring those candidates who have not been selected. Lack of validity is another limitation. They are supposed to describe their expectations from the said job. Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is a question of getting the most suitable candidates for which various tests are to be done and interviews to be taken. Interviews can be nerve wracking. The following are the important Steps in the Process of Selection: 1. Selection process involves the following steps: It is the first step in selection. Account Disable 12. An example of such a test is the General Management Aptitude Test (GMAT) which many business students take prior to gaining admission to a graduate business school programme. Personnel psychologists on the other hand, are considerably less enthusiastic and optimistic about the value of the interview for selection; the evidence shows consistently that the interview is not a good predictor of job success. Job seekers who pass the screening and the preliminary interview are called for tests. Employee Selection Process in Human Resource Management. You'll answer qualifying questions so the company can assess whether you'd fit their needs and culture. As Yoder et al, suggest the selection process involves seven steps as follows: The above seven steps can also be classified as techniques of selection. Generally, at least two references are asked for by the company from the candidate. The letter of appointment normally contains the date on which the candidate has to report on duty. There should be a thoroughly prepared job description with a list of job duties, required knowledge, skills, abilities and other worker qualification. Reference checks serve two important purposes. The specific method stresses what the employee can do. Answer and Explanation: Become a Study.com member to unlock this answer! This is discussed in Chapter 4 Recruitment. A suitable job is allocated to the appointed candidate so that they can get the whole idea about the nature of the job. Used properly as an aid to selection, the application blank can be and sometimes is one of the better selection devices at the disposal of the personnel technician. Applications received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants. These tests are very specific as they enable the management to bring out right type of people for the jobs. These tests are more useful to measure the value of specific achievement when an organization wishes to employ experienced candidates. This application contains . Second, the test assists in determining whether an applicant is physically fit to perform the work. No selection procedure is fool proof and the best way to judge a person is by observing him working on the job. An interesting and potentially useful way of checking references involves the forced Choice Questionnaire. Attempts may be made to make personal visits and telephone calls to procure objective responses. Want to create or adapt books like this? There are several objectives behind a physical test. Attempts should be made to assess the effectiveness of selection and placement through intensive research studies. Terms of Service 7. They review the answers and rank the candidate accordingly. The search firms get aid by companies at different stages of selection process. I hold a degree in MBA from well known management college in India. Drug tests help measure the presence of illegal or performance-affecting drugs. Information requested on an application blanks is concerned with personal history. The candidate, in this test, is supplied with actual letters, telephone and telegraphic message, reports and requirements by various officers of the organization. Personality tests are given to measure a prospective employees motivation to function in a particular working environment. Employing organizations must try to ensure that all persons have equal access to job and training opportunities. Therefore, the two together take final decision and intimate it to the candidate. Again, though, it is probably done for lower levels of an organisation. They determine the skills and knowledge acquired by an individual through experience and on the job training. Beach outlines the areas and issues to be covered in a systematic evaluation of the selection programme. A true understanding between the line manager and the HR manager facilitates good selection. The final decision has to be made from the pool of individuals who pass the tests, interviews and reference checks. Similarly, with work experience, a mechanical screening can determine basic cut offs like the specific period of work, but the type of work relevance, level, variety and richness are factors where some degree of judgement will be needed. Learn more about how Pressbooks supports open publishing practices. If a candidate applies for a post of a lecturer in Management, he may be asked to deliver a lecture on Management Information System as work sample test. The next step in the selection process is employment interview. A physical examination of the potential employee is necessary for the company, to protect itself against the risk of claims for compensation from individuals who are afflicted with disabilities. The Thematic Apperception Test (TAT) assesses an individuals achievement and motivational levels. It is very difficult to design and use these tests as they are concerned with discovering clues to an individuals emotional reactions, maturity, etc. Plagiarism Prevention 5. 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