Employee Selection Process

 Employee Selection Process

Once the adequate number of candidates attract via the recruitment methods, the next step of the organization is to choose desired employees from the pool of recruited applicants (Daft, 2012) Thus, selection is the process of identifying the most appropriate and suitable person for a specific job (Otoo, et al., 2018).

Employers evaluate applicants' characteristics during the selection process in order to determine the fit between the job and the applicant's characteristics (Daft, 2012). If a company's success is ultimately determined by its employees, who have the necessary skills, work-related values and attitudes, and motivation to achieve organizational goals, then selecting employees is one of the most important decisions that HR managers/specialists must make (Yu-Ru, 1999). Sunday (2015) states a good selection requires a methodical approach to the problem of finding the best matched person for the job selection process.

According to Yu-Ru (1999) figure 1.0 exhibit the selection process.

Figure 1.0 Selection process.

Evaluation of detailed application forms of candidates with open-ended questions about specific learning skills, knowledge and competencies required for the vacancies (Armstrong & Taylor, 2014). Initial screening interview is the second stage to eliminate individuals from the applicant pool who obviously do not meet the position's requirements (Yu-Ru, 1999).

According to the Sunday (2015) selection tests used to test job skills, personality, or written intelligence and aptitude; candidates must be reliable and valid. Yu-Ru (1999) States that the employment interview is designed to probe into areas that cannot be addressed by the application forms or tests; these areas usually consist of assessing one's motivation, ability to work under pressure, and ability to 'fit in' with the company. The applicant may be interviewed HR department interviewers, line managers, executives within the organization, or some combination of these.

Reference checks at this stage provide additional insight into the information provided by the applicant and allow verification of its accuracy. (Yu-Ru, 1999). The applicant must then pass the required medical examination for pension and life insurance purposes, or because a certain level of physical fitness is required for the job. (Armstrong & Taylor, 2014). After obtaining and evaluating information about the finalists, HR specialists should make the actual hiring decision and confirm the job offer (Yu-Ru, 1999).

With relate to the organization which I am working is using this selection procedure when make hiring decisions. First the company collects the applications and screens the applicants who meet the required qualifications mentioned in the company recruitment and selection guideline which was also stated in the job advertisement. The successful candidates in the initial screening will call for the selection test. That test may include subject knowledge, general knowledge and aptitude test. For the jobs related to the technical field conduct a practical test to evaluate the candidates’ capability of the technical skills. The successful candidates will call for the face to face interview. Then the company takes the selection decision. After completion of the reference check and the medical test, the successful candidates will get their confirmation of the Job offer.

Video 01 :  Selection process.

(AIHR Learning Bite,2019)

 

Reference

AIHR Learning Bite (2019) The Selection Process (Online Vedio) Available from https://www.youtube.com/watch?v=RZHJr-Tm14A (Accessed 25th April 2021).

Armstrong, M. & Taylor, S., 2014. Recruitment and selection. ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE, Volume 13.

Daft, R. L., 2012. New Era of Management. 10 ed. s.l.:Cengage Learning Products LTD.

Otoo, I. C., Assuming, J. & Agyei, P. M., 2018. Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana. European Scientific Journal, Volume 14.

Sunday, A. O., Olayaniyi, D. E. & Mary, F. O., 2015. THE INFLUENCE OF RECRUITMENT AND SELECTION ON ORGANIZATIONAL PERFORMANCE. International Journal of Advanced Academic Research - Social Sciences and Education.

Yu-Ru, H., 1999. RECRUITMENT AND SELECTION AND HUMAN RESOURCE MANAGEMENT IN THE TAIWANESE CULTURAL CONTEXT. s.l.:Plymouth Business School.

AIHR Learning Bite (2019) The Selection Process (Online Vedio) Available from https://www.youtube.com/watch?v=RZHJr-Tm14A (Accessed 25th April 2021).

 

Comments

  1. Nivethini ManoharanApril 29, 2021 at 10:40 AM

    Agree with you Sachith. Further, The importance of the selection process to the Human Resources
    Department is to avoid hiring the wrong person. The selection process is aimed to select the best person for the job (Mohammad, 2020). Selection is more than just choosing the best candidate. It is an attempt to choose the most appropriate person for the job role as well as the company ( Neeraj Kumari, 2012).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 17, 2021 at 10:08 PM

      Very correct Nivethini. Selection process selects those who will do the job effectively and efficiently to the organization as well as it rejects candidates that are not suitable for the positions advertised (Harky, 2018).

      Delete
  2. Pernalla VincentMay 3, 2021 at 8:39 AM

    Agree with your view Sachith, Selection process is made to attract and hire the best qualified candidates, who are supposed to have the expected performance, for a vacancy (Armstrong 2006) The process of selection is to pick up the correct person among applied candidates, Final interview, making decision on appointment and the appointment are made in selection process which is directly followed by the recruitment step(Joshi, 2013).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 17, 2021 at 10:17 PM

      Exactly Pernalla. Thant is why company needs a systematic recruitment and selection process. According to Gamage (2004) a systematic recruitment process involves identifying vacancies, job analysis, job description, person specification and advertising. As against informal process for recruiting and selecting employees, a systematic selection process involves the recruiting process, gathering information about qualified applicants, evaluating the qualification of each applicant and making decisions about employment (Gamage, 2014).

      Delete
  3. Sandun MadusankaMay 11, 2021 at 10:01 AM

    Adding to what you have explained, the ideal selection process will attract a large number of qualified applicants who will take the job if it is offered, selecting the qualified employees are important for three main reasons,cost,performance & legal obligations(Kumar & Gupta,2014).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 17, 2021 at 10:25 PM

      Thank you for your value addition Sandun. I will explain what you state (Performance, Cost & Legal obligations) little bit more. Employees with right skills will do a better job for any company and for the owner. Employees without these requisite skills or who are abrasive would not perform effectively and the company performance will suffer to a great extent. So there is a time to screen out undesirables and to choose the better and perfect candidate that can effectively contribute to company success. Second, it is important because it is costly to recruit and hire employees so cost-benefit ratio have to be considered while hiring of employees in order to avoid any unnecessary wastage of money and the valuable resources. Legal Obligations: Thirdly it is important because of the two legal implications of incompetent hiring. Firstly, equal employment law requires nondiscriminatory selection procedures for selected groups. Secondly, courts will find the employer liable when employees with criminal records or other problems use access to customers’ homes to commit crimes. So in order to avoid the concept of negligent hiring, it is necessary to make a systematic effort in order to gain relevant information about the applicant and verify all the documentation (Kumari, 2012).

      Delete
  4. Chanaka BabarandaMay 12, 2021 at 2:52 AM

    Agree with the detail explained on the selection process and adding to that the individuals who engage with the selection process should have the understanding of the objective, policies and practices of selection process to acquire the best people for organization (Bohlander, Snell & Sherman, 2001).

    ReplyDelete
  5. Chamara D. JayaweeraMay 15, 2021 at 12:46 AM

    Agreed. If the Human Resource department is to be treated as the inimitable competencies for the organization, then the recruitment and selection has a critical and good role to play as its part too. It does not mean that payroll and solution to different problem is the only job for the HR department but to convince for the best needs of the organization is their main role to play. (Kamran et al., 2015)

    ReplyDelete
  6. Harsha WijesingheMay 15, 2021 at 8:36 AM

    Agreed. The organization's overall goal of recruitment and selection is to achieve the number and the perfection of employees needed to meet the organization's strategic objectives at the lowest costs. (Ofori & Aryeetey, 2011).

    ReplyDelete
  7. Wasantha BasnayakeMay 15, 2021 at 9:37 PM

    Agree with you.The benefit of taking a competencies approach is that people can identify and isolate the key characteristics which would be used as the basis for selection, and that those
    characteristics will be described in terms which both can understand and agree. The competencies therefore become a fundamental part of the selection process(Armsrtong,M. 2006).

    ReplyDelete
  8. gagana_amadoruMay 16, 2021 at 8:31 PM

    Indeed Sachith, Although recruitment and selection are often viewed as separate processes, research is Increasingly showing that the two processes have considerable interactive effects (McCarthy, et.al, 2017) In addition, In the last few decades, the face of personnel selection has changed substantially due to the whereas the previous developments have made rapid inroads, proctored Internet testing has been more controversial. In this type of testing, a test administrator is absent during test administration (Bartram, 2008).

    ReplyDelete
  9. Oshadee WanasingheMay 17, 2021 at 12:02 AM

    You have explained well Sachith. Further, i would like to bring to your notice about the funneling approach to selection. Hiring funnel includes series of stages to progress a candidate's consideration for employment (Osman, 2020). In a large and mature organization following steps will be followed.
    1. Sourcing and selecting.
    2. Screening.
    3. Interviewing.
    4. Making an offer decision.
    5. Extending an offer.
    6. Negotiating and closing.

    ReplyDelete
  10. Vindya RatnayakeMay 17, 2021 at 2:53 PM

    Indeed Sachith. Further, job analysis is important because it provides information that is necessary to make decisions about what types of assessment methods are most appropriate for a given job (Pulakos, 2015).

    ReplyDelete

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