Assignment
The selection decision is usually perceived as a series of steps through which applicants pass. At each step, more applicants are screened out by the organization, or more applicants accept other job offers and drop from the list of applicants. Below is described a series of steps for the selection process.
Step 1: Preliminary Screening
The most common first step in any selection process usually involves asking an applicant to complete an application form. Nearly all application blanks ask for enough information to determine whether the individual is minimally qualified for the position. Application blanks can be a useful initial screening tool for jobs that require some type of professional certification. In this way, the application blank can eliminate the need for subsequent interviews to gather this information. This makes the selection process far more efficient, first, by reducing the number of applicants that need to be interviewed and, second, by allowing interviewers to focus on other kinds of information (e.g. Personality, communication skills etc) that are perhaps more difficult to obtain.
Step 2: Employment Interview
Other than application blanks, the interview is definitely the selection technique most often encountered by persons applying for a job. Because interviews are so widely used to select new employees, they must maximize their potential for identifying qualified persons. Two strategies for making the most out of an interview are (1) structuring the interview to be reliable and valid, and (2) training managers to use the best available interviewing techniques.
Step 3: Employment Tests
A technique that some organizations use to aid their selection decisions is the employment test. An employment test is a mechanism that attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as manual dexterity, to intelligence to personality.
Step 4: Reference Checks and Recommendations
Step 1: Preliminary Screening
The most common first step in any selection process usually involves asking an applicant to complete an application form. Nearly all application blanks ask for enough information to determine whether the individual is minimally qualified for the position. Application blanks can be a useful initial screening tool for jobs that require some type of professional certification. In this way, the application blank can eliminate the need for subsequent interviews to gather this information. This makes the selection process far more efficient, first, by reducing the number of applicants that need to be interviewed and, second, by allowing interviewers to focus on other kinds of information (e.g. Personality, communication skills etc) that are perhaps more difficult to obtain.
Step 2: Employment Interview
Other than application blanks, the interview is definitely the selection technique most often encountered by persons applying for a job. Because interviews are so widely used to select new employees, they must maximize their potential for identifying qualified persons. Two strategies for making the most out of an interview are (1) structuring the interview to be reliable and valid, and (2) training managers to use the best available interviewing techniques.
Step 3: Employment Tests
A technique that some organizations use to aid their selection decisions is the employment test. An employment test is a mechanism that attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as manual dexterity, to intelligence to personality.
Step 4: Reference Checks and Recommendations