STEPS IN SELECTION PROCESS
STEPS IN SELECTION PROCESS:
1. Preliminary reception of Applications: The applications are the starting point of the selection process. Where application forms i.e., application blanks are used the data can become a part of the employee's record is hired. Further it provides factual information needed for evaluating the candidate's suitability. 2. Preliminary Interview—Preliminary or initial interview is often held in case of "at the gate" candidates. This interview is usually of a short duration and is aimed at obtaining certain basic information with a view to identifying the obvious misfits or unqualified. If the candidate seems to possess the basic minimum requirements for efficient job performance, he is given an application form for being filled out by him.
3. Employment Tests—an employment or a selection test is an instrument designed to measure selected qualities and abilities of a prospective incumbent in terms of job specifications. Such tests provide a sample behavior that is used to draw inferences about the future behavior or performance of an individual. The use of tests in wide spread and hence there is a long list of tests. A variety of tests are used as selection tools. They may be classified as intelligence tests, aptitude tests, achievement tests, interest’s tests and personality tests.
4. Interviewing- Interviewing is the most widely used selection technique by all kinds of organizations. It is relied upon to a great extent in accepting or rejecting a candidate. Interview enables the person responsible for hiring to view the individual and to appraise the person and his behavior directly. The basic objective of the interview is to measure the applicant against the specific requirements of the job. It, being a two way communication, also permits the applicant to ask questions about the job and organization. 6. Reference Checks—Reference checks serve as an important selection technique, if conducted properly. The applicant is asked to
1. Preliminary reception of Applications: The applications are the starting point of the selection process. Where application forms i.e., application blanks are used the data can become a part of the employee's record is hired. Further it provides factual information needed for evaluating the candidate's suitability. 2. Preliminary Interview—Preliminary or initial interview is often held in case of "at the gate" candidates. This interview is usually of a short duration and is aimed at obtaining certain basic information with a view to identifying the obvious misfits or unqualified. If the candidate seems to possess the basic minimum requirements for efficient job performance, he is given an application form for being filled out by him.
3. Employment Tests—an employment or a selection test is an instrument designed to measure selected qualities and abilities of a prospective incumbent in terms of job specifications. Such tests provide a sample behavior that is used to draw inferences about the future behavior or performance of an individual. The use of tests in wide spread and hence there is a long list of tests. A variety of tests are used as selection tools. They may be classified as intelligence tests, aptitude tests, achievement tests, interest’s tests and personality tests.
4. Interviewing- Interviewing is the most widely used selection technique by all kinds of organizations. It is relied upon to a great extent in accepting or rejecting a candidate. Interview enables the person responsible for hiring to view the individual and to appraise the person and his behavior directly. The basic objective of the interview is to measure the applicant against the specific requirements of the job. It, being a two way communication, also permits the applicant to ask questions about the job and organization. 6. Reference Checks—Reference checks serve as an important selection technique, if conducted properly. The applicant is asked to