3. MEANING
The process of interviewing and evaluating candidates for a
specific job and selecting an individual for employment based on
certain criteria. Employee selection can range from a very simple
process to a very complicated process depending on the firm
hiring and the position.
4. Who are you looking for?
The goal of selection is to find the person who most closely
fits your ideal profile for a particular role. So the first step in
selection is creating a ‘person specification,’ where you decide
what this ideal profile looks like.
Does the role need skills specific to your industry? A
particular length of experience? A distinct personality type? These
details can inform your person specification. You can check for
these attributes at various stages of the selection process.
5. OBJECTIVES
Identification:
Identification of competent applicants remains a main recruitment and selection objective for businesses
seeking reliable employees.
Attraction:
Recruitment and selection objectives include maintenance of a diverse set of attraction methods.
Businesses must draw in applicants by actively recruiting qualified people, especially if the field is competitive.
Evaluation:
Interviews reveal personality traits and behaviors including level of professionalism and ability to interact
Confirmation
A final objective of the selection process entails confirming the results of the evaluation using another
method. For example, references checks confirm the validity of the applicant's resume and claims of experience.
6. Employee selection Process
1. Preliminary Interviews
It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid
down by the organization. The skills, academic and family background, competencies and interests of the
candidate are examined during preliminary interview.
2. Psychometric testing
You can use psychometric testing to gather ‘scientific’ data about your candidates. These tests
are designed to rate an applicant’s aptitude, intelligence or personal traits.
3. Application blanks-
The candidates who clear the preliminary interview are required to fill application blank. It
contains data record of the candidates such as details about age, qualifications, reason for leaving
previous job, experience, etc.
7. 4. Assessment centres
If you have lots of candidates, an assessment centre can help whittle down your list. Assessment
usually take place over the course of a day, and including individual and group exercises observed by the
selection panel.
5. Interviews
Interviews provide an opportunity to learn about candidates more personally. They can be
conducted over the phone, via internet telephony or in person, and allow you to gauge whether the
candidate is a good fit for your organisation.
6.Written Tests
Various written tests conducted during selection procedure are aptitude test, intelligence test,
reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They
should not be biased.
7.Appointment Letter-
A reference check is made about the candidate selected and then finally he is appointed by giving
a formal appointment letter.
8. Best practice in selection
You might wish to consider the following tips during your selection process:
Avoid being led by personal preference alone. Instinct can be useful in selecting
employees, but don’t be distracted from your person specification.
Use measurable skills to directly compare candidates in a systematic way. If using
qualitative criteria, find a way to directly compare without introducing bias.
Bear in mind your company objectives. Any new employees are likely to need skills
that meet growing or changing needs.
Be open to flexible working. Where feasible, the option to work part-time, in a job-
share or remotely can widen your pool of applicants and reflect positively on your
company as an employer.
9.
10. The 8 steps of making a selection and hiring
process flowchart
1. Position Description: This is the initial step. In it, the vacancy should be described, as
well as the capabilities and requirements desired.
2. Notification of Vacancy: For this step, it is essential to be creative in presenting the
job because the requirements need to attract the candidate. Disclosure may be made through internal
bulletin boards, intranet, specialized sites, advertisements in newspapers and portals for recruitment
and selection, among others.
3. Screening of Resumes: This is the beginning of the qualifying stages. When screening
resumes for the position choose the most presentable and those who fit the job requirements best.
4. Psychological Tests: Here the candidates who passed the resume screening begin to be
called in for interviews. It is important to clarify any vague attributes and examine the sincerity of
the knowledge that they say they have.
11. 5. Testing of specific knowledge: After approval in the previous step candidates must
undergo tests for the skills required in the job. Tests and situations common to the day to day work
the position requires should be given.
6. Interview: In this stage, the results of the psychological testing will be analyzed, specific
expertise discussed and all that has been said so far confronted. The recruiter or manager will need to
pay full attention and provide insight to see beyond what a candidate says. Attitudes, body gestures
and some details can be invaluable when choosing.
7. Dynamics: Some companies still perform dynamics, because within them the candidates are
subjected to situations where their skills can be better displayed. However, this 8 step selection and
hiring flowchart are not compulsory, and over time some companies may consider it unnecessary.
Their achievement (or not) is up to the manager for choosing the new employee.
8. Final Result: The final stage of the flowchart records the hiring process and points to the
elected to fill the position.
