Selection and Selection process.
What is selection?
Selecting the right
candidate composed with following steps.
-
Primary interview.
-
Screening of applicants.
-
Tests.
-
Final interview done relevant parties.
-
Background and reference checking.
- Final selection.
Selection process
Selection process implies
as the process of selecting and shortlisting the applicants in order to make
the final selection of the most suitable candidate.
Selection process is further elaborated in many studies
As per a case study done for the department of justice and constitutional development in South Africa by a Senior consultant and a Research professor, Thebe, T.P. & Van der Waldt, G, following steps were stated as “common sequential steps in selection process”.
According to the
“Step 1: Reception and
initial screening interview
Step 2: Application form
Step 3: In-depth
selection interview
Step 4: Background and
reference checking
Step 5: Medical
examination and physical pre-employment testing
Step 6: Assessment
centers
Step 7: Make a final
hiring decision
Step 8: Final decision and make a fair job offer
This process shows that the selection process commences with preliminary interviews where initial evaluation of the candidates is done, After thorough analysis of application upon basic criteria’s like previous experiences and education qualifications, selected candidates will be proceeded to “In depth selection interviews” which are mostly done by senior management level in order to check compatibility with organization cultures, expectations of the management etc. Upon the decision of in-depth selection interviews background and references of selected candidates will be checked in order to avoid fake information and references. If background checks and references gave a positive feedback, most human resource management will conduct Medical examinations, pre-employment testing and assessments in order to make sure the selected candidate fit and ready perform in the organization. If all above mentioned procedures got a positive outcome then the final recruitment decision will be made followed by fair job offer which includes benefits and monthly salary which is to be agreed by both parties. If both parties will live up to agreed conditions, then the outcome of the selection process will be successful.
The selection procedure
can be considered as the procedure of selection and shortlisting of the correct
applicants with the important capabilities and range of abilities to fill the
opportunities in a company. The selection procedure differs from business to
business, organization to organization and even among divisions of a similar
organization.
As per business jargons
website the selection process of candidates for an organization is further
elaborated as below.
Preliminary Interview:
The
preliminary interview can be considered as the initial interaction with the
applicants, where the candidates who have fulfilled the minimum qualifications
for the job is selected out of total of applicants , In this interview the
organization mainly foucses on basic criterias like age, academic
qualifications etc.
Receiving Applications:
Once an individual is
selected the preliminary interview, the selected individual needs to send the
application in a preferred format. This application consist with vital information
like, capability, previous work experiences etc.
Screening Applications:
Once the applications are received by selected candidates, the applications will be reviewed by a panel, who is responsible for setting up a list of those candidates whom they find reasonable for future interviews. The shortlisting criteria’s are mostly age, geographical location (living area), gender, capability, previous work experience. Once the list candidates are finalized, the selected candidates will be notified regarding interviews via an email or a phone call.
Employment Tests & Medical examinations:
In order to check physical, psychological capacity and general knowledge of a candidate, few tests are done prior to the final employment interview / selection.
Final selections:
Finally the most suitable
candidate will be selected and suitable salary offer will be provided along
with employment contract/ appointment letter.
General point of view.
Selection & Selection process is very vital for an organization since it is a process of finding best talent and compatible employee for the organization culture and management expectations. Selection and Selection process done knowing the urgency of the organization requirement and the importance of the outcome. Therefore selection and selection process can be treated as a vital element in terms of employee recruiting.
References.
Jargons, B., 2023. Business Jargons. [Online]
Available at: https://businessjargons.com/selection-process.html
[Accessed 14th November 2023].
Thebe, T. P. &
Waldt, G. V. d., 2014. A Recruitment and Selection Process Model: The case of
the Department of Justice and Constitutional Development.. Academia, 22(3),
pp. 1-31.
Toppr, 2023. Toppr.
[Online]
Available at: https://www.toppr.com/guides/business-management-and-entrepreneurship/human-resource-management/selection-process/
[Accessed 13th November 2023].
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Have a detailed screening test is good. But, is it worth the costs for the organization. For instance, a small medium size company cannot afford to incur such selection costs. However, some important criteria such as background checks needs to be always checked due to the potential CVs having unreliable information. Other than that there might be positions that require very detailed selection process. Example would be a strategic position such as CEO, CFO, Chairman which understandably require detailed steps to selection. Then do all selections require medical. It is a waste of time and costs for an organization. Some positions may need few steps described above. Some things to ponder about the article written above.
ReplyDeleteI would not agree entirely. Well a situational or neutral position.
I understand your argument but for what it is worth , Just like filtering water to remove the dirt , Best talent can be recognize through a thorough filtering from other applicants , It will benefit the company in the long run.
DeleteHow can organizations, especially small to medium-sized ones, balance the need for detailed screening tests in hiring processes with the associated costs? Are there specific roles or situations that warrant a more thorough selection process, and how can organizations optimize their hiring practices without incurring unnecessary expenses, such as mandatory medical examinations for all positions?
ReplyDeleteYes , Speaking about small and medium organizations some steps like medical examinations will be ignored despite the cost reasons , but it has a huge risk for them , What if the newly recruited one is not fit for working in terms of health conditions or mentally unstable ?? the whole investment which has made for this recruitment will go down the drain , Therefor my suggestion is following steps like medical examinations even for impactful vacancies should be done.
DeleteAgree with ,In the field of human resource management, recruitment and selection are essential procedures. A pool of applicants is drawn in thrugh the recruitment process, and the best candidates are found through the selection process. Securing a skilled workforce, building employee engagement, and assuring the success of the company all depend on employing effective recruitment and selection techniques.
ReplyDelete( Erik van Vulpen, n,d)
Yes agreed , It is vital to make the selection decisions with more thought of the future impact that the decision will make to the organization.
DeleteAgreed , Selection of employee is an investment that the organization makes for betterment of the company , As you have mentioned one wrong decision made in the selection process it will waste the entire investment made, Therefore it is crucial to consider every aspect selection process before finalizing any selection decisions.
ReplyDelete