After receiving applications, the next step in staffing is Selection. It is sorting out unqualified personnel that have come to the forth as a result of recruitment stage. Thus, only, most suitable candidates are examined. Selection comprises of the following phases/ steps:
Steps in Selection Process
1. Preliminary Interview
In the preliminary interview, the manager of the enterprise takes a simple preliminary test form the candidates in order to finalize the names of recruit able candidates. It is done because it is not advisable to call all the candidates. Only the most suitable and matching candidates are asked to turn up for the final stages of selection.
After the preliminary interview, short-listed candidates are asked to appear in test(s). Tests can be of any of the following types:
Designed to measure mental capacity, memory, speed of thought and ability to see relationships in complex problem situations
Proficiency and Aptitude Tests
Designed to discover the interests, existing skills and potential for acquiring skills
These are also called as trade test. These are designed to know the professional standing of the candidate.
These tests are designed to analyze the leadership qualities and capability of interaction and communication in the candidates
In this main interview a careful analysis is done on the basis of the questions asked during the course of the interview.
4. Reference Check
- Last salary Drawing
- Character certificate
- Past Experience
5. Personal Judgment
It is the final step of Selection, in which the decision regarding employing the candidate or not is taken.
Considerations in Selection Process
Following are the important factors, which must be considered while selection is being made.
1. Organizational & Social Environment
Person should be matched with the job and social environment. Matching with the job means, person/applicant must have necessary skills, ability, and personality traits.
It includes factors like:
- Scope of social contracts
- Status range of contracts
- Social demand of the job
- Social leadership
- Skill intensity
- Social participation
- Direct and indirect personal responsibility
Applicant must be aware of these environmental compulsions, which will, in turn, help him performing his duties efficiently.
2. Successive Hurdles
There are many screening devices i.e. application, blank, interviews, tests, medical examination and background etc. These are called hurdles. Each candidate must be checked through these hurdles.
3. Multiple Correlation
Multiple correlations mean that deficiency is one hurdle, which can be counter-balanced with other. For example, less qualification of a candidate is counter-balanced by his greater experience, etc.