The document outlines the key steps in an employee selection process. It begins with creating a person specification that defines the ideal candidate profile. The selection process then typically involves preliminary interviews to screen candidates, psychometric testing, application forms, assessments centers, interviews, written tests, and reference checks. The final step is making a job offer by issuing an appointment letter. The objectives of selection are to identify competent applicants, attract qualified people, evaluate personalities and behaviors through interviews, and confirm evaluation results through references.
The recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting, and selecting the right candidate.
This ppt will help you understand the selection meaning, features and process in an easy way and with real corporate examples. Do Like, share and follow. Thank you
STEPS OF SELECTION IN MANAGEMENT
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5 steps of management process
steps of planning in management
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The recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting, and selecting the right candidate.
This ppt will help you understand the selection meaning, features and process in an easy way and with real corporate examples. Do Like, share and follow. Thank you
STEPS OF SELECTION IN MANAGEMENT
source selection steps
management selection process
selection management systems
process of natural selection steps
project management selection process
project management step by step
5 steps of management process
steps of planning in management
what is process selection
process selection types
process selection for product production
project management selection process
process selection in operations management
selection management systems
what is a selection process
steps in selection process
he 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.
I m a student of University of Lahore (Islamabad. Pakistan). I have presented this presentation and it was well appreciated by my Teacher as well as by my Class Mates so that's why i m uploading it for all of you. It might help you to understand what selection actually is..
Regards.
Syed Shaz Gilani
The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organization. The selection process varies from industry to industry, company to company, and even amongst departments of the same company.
Selection process in human resource management for MBAPREETI BATRA
selection process in human resource management defines various modes of selection which is helpful in MBA for better understanding or to clear the concepts. it is also helpful to give presentation on this topic.it is helpful to do job in hr in any company. you can do better if your concept clear.
he 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.
I m a student of University of Lahore (Islamabad. Pakistan). I have presented this presentation and it was well appreciated by my Teacher as well as by my Class Mates so that's why i m uploading it for all of you. It might help you to understand what selection actually is..
Regards.
Syed Shaz Gilani
The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organization. The selection process varies from industry to industry, company to company, and even amongst departments of the same company.
Selection process in human resource management for MBAPREETI BATRA
selection process in human resource management defines various modes of selection which is helpful in MBA for better understanding or to clear the concepts. it is also helpful to give presentation on this topic.it is helpful to do job in hr in any company. you can do better if your concept clear.
How to manage recruitment and selection tells you all about what to do when considering recruitment and selection.
We can help with FREE recruitment services and business management training.
We can also offer free advice and guidance.
Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
132 1 Explain the significance of employee selectionCicelyBourqueju
132
1 Explain the significance of employee
selection.
2 Describe the selection process.
3 Explain the importance of preliminary
screening.
4 Describe reviewing applications and
résumés.
5 Describe the use of tests in the selection
process.
6 Explain the use of the employment
interview.
Learn It
If your professor has chosen to assign this, go to mymanagementlab.com to see what
you should particularly focus on and to take the Chapter 6 Warm-Up.
MyManagementLab®
Improve Your Grade!
Over 10 million students improved their results using the Pearson MyLabs. Visit
mymanagementlab.com for simulations, tutorials, and end-of-chapter problems.
7 Explain pre-employment screening and
background checks.
8 Describe the selection decision.
9 Describe the metrics for evaluating
recruitment/selection effectiveness.
10 Identify environmental factors that affect
the selection process.
11 Discuss selection in a global environment.
6 Selection
Chapter ObjeCtives After completing this chapter, students should be able to:
133
significance of employee selection
selection is the process of choosing from a group of applicants the individual best suited for a
particular position and the organization (optimal types and levels of human capital). Properly
matching people with jobs and the organization is the goal of the selection process. If individuals
are overqualified, underqualified, or for any reason do not fit either the job or the organization’s
culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. There
are many ways to improve productivity, but none is more powerful than making the right hir-
ing decision. A firm that selects high-quality employees reaps substantial benefits, which recur
every year the employee is on the payroll. On the other hand, poor selection decisions can cause
irreparable damage. A bad hire can negatively affect the morale of the entire staff, especially in a
position where teamwork is critical.
Many companies would rather go short and work overtime than hire one bad apple. If a firm
hires many bad apples, it cannot be successful for long even if it has perfect plans, a sound orga-
nizational structure, and finely tuned control systems. Competent people must be available to
ensure the attainment of organizational goals. Today, with many firms having access to the same
technology, people make the real difference.
selection process
Companies make selection decisions to determine whether individuals who were identified
through the selection process will be offered employment. Figure 6-1 illustrates a generalized
selection process, but it may vary from company to company and also according to the type
of job being filled. This process typically begins with preliminary screening. Next, applicants
complete the firm’s application for employment or provide a résumé. Then they progress through
a series of selection tests, one or more employment int ...
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.