Thursday, December 2, 2010

THE SELECTION PROCESS

THE SELECTION PROCESS
Reviewed by Hammad Naziron Apr 01 2013
Rating: 5

Selection is the process of choosing from among the candidates, from within the

organization or from the outside organization the most suitable person for the current

position or for future positions.

There are many steps in the selection process, for example, the interview of a

candidate, tests, assessment centers etc. There are some variations in the steps of

selection process For example the interview of candidate for a first level supervisory

position may be relatively simple then interviews for a top level executive. In the

selection process firstly, the selection criteria are established in the basis of current

and future job requirements. These criteria include.

1. Education, knowledge, skills and experience.

2. The candidate is requested to complete the application form.

3. A screening interview is conducted.

4. Candidates are tested for additional information.

5. Formal interviews conducted on the basis of test.

6. Information provided by candidates are checked and verified.

7. Physical fitness is examined.

8. On the basis of previous step the candidate is offered job or information about

that he/she has not been selected for the position. Lets determine some parts of

selection process.

INTERVIEW

In a structured interview the Manager ask a set of prepared questions, such as the

following.

1. What were your specific duties and responsibilities in your last job?

2. What did you achieve in that job?

3. Who could be asked to verify these achievements?

4. Who are they?

5. What did you like or dislike about your job?

6. Why do you want to change your job?

TESTS

The primary aim of test is to obtain data about the applicants. Some of the benefits

from testing include finding the best person for the job obtaining a high degree of job

satisfaction for the applicant, and reducing turnover. The most commonly used tests

can be classified as follows.

1. INTELEGENCE TEST

Intelligence test are design to measure mental capacity, to test memory , speed of

thought and ability to see relationship in complex problem situations.

2. PROFICIENCY TEST

It constructed to discover interest, existing skills and potential for acquiring skills.

3. VOCATIONAL TESTS

Vocational test are designed to show a candidates most suitable occupation.

4. PERSONALITY TESTS

Personality tests are designed to show or discover candidate’s personal

characteristics.

ASSESSMENT CENTERS

The assessment center is not a location but a technique for selecting and promoting

managers. This approach may be used in training assessment centers were first used

for selecting and promoting lower level but now they are applied to middle level

managers as well.

LIMITATION OF SELECTION PROCESS

There are many limitation of the selection process.

1. There is no one perfect way to select managers.

2. There is distinction between what person can do,

3. Testing process and especially psychological testing is limited.

4. Time and cost involved in making personnel decisions. It is important to

identify such factor as advertising expenses, agency fees, cost of test

materials, time spent interviewing candidate, costs for reference check etc.

When recruiting costs are recognized it becomes evident that turnover can be

very expensive to an enterprise.

Ditulis Oleh : Naz Nazir // Thursday, December 02, 2010
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