After studying this chapter, students should be able to understand the following:
A. Explain Selection Process
B. Describe Environmental factors affecting the selection process
C. Identify Steps in the selection process
A. SELECTION PROCESS
We begin the chapter with a discussion of the significance of employee selection
and the environmental
factors that affect it. Then, we describe the selection process, the preliminary
interview, and review of the
application for employment.
Selection Process an Overview
Selection is the process of choosing from a group of applicants those
individuals best suited for a particular
position. Most managers recognize that employee selection is one of their most
difficult, and most
important, business decisions. This process involves making a judgment -not about
the applicant, but about
the fit between the applicant and the job by considering knowledge, skills and
abilities and other
characteristics required to perform the job Selection procedures are not carried
out through standard
pattern and steps in this. Process can vary from organization to organization
some steps performed and
considered important by one organization can be skipped by other organization
B. ENVIRONMENTAL FACTORS AFFECTING THE SELECTION PROCESS
A permanent, standardized screening process could greatly simplify the selection
development of such a process—even if it were possible and desirable—would not
eliminate deviations to
meet the unique needs of particular situation.
• Legal Considerations
Legislation, executive orders, and court decisions have a major impact on human
resource management. It
is important for hiring managers to see the relationship between useful and legally
defensible selection tools.
• Speed Of Decision Making
The time available to make the selection decision can have a major effect on
the selection process. Closely
following selection policies and procedures can provide greater protection against
legal problems; however,
there are times when the pressure of business will dictate that exceptions be
• Organizational Hierarchy
Different approaches to selection are generally taken for filling positions at
different levels in the
• Applicant Pool
The number of applicants for a particular job can also affect the selection process.
The process can be truly
selective only if there are several qualified applicants for a particular position.
The number of people hired
for a particular job compared to the individuals in the applicant pool is often
expressed as a selection ratio.
• Type of Organization
The sector of the economy in which individuals are to be employed—private, governmental,
can also affect the selection process.
• Probationary Period
Many firms use a probationary period that permits evaluating an employee’s ability
based on performance.
This may be either a substitute for certain phases of the selection process or
a check on the validity of the
• Selection Criteria:
Mostly the selection of applicant depends upon the following factors or criterions.
4. SKILLS AND ABILITIES
5. PERSONNAL CHARECTRISTICS
Applicant who is best fit should be hired instead of hiring a person with extra
ordinary skills it means right
person for right job should be hired person who is over or under qualified for
the particular job will not be
able to adjust in the organization.
C. STEPS IN THE SELECTION PROCESS
The selection process typically begins with the preliminary interview; next,
candidates complete the
application for employment. They progress through a series of selection tests,
the employment interview,
and reference and background checks. The successful applicant receives a company
and is employed if the results are satisfactory. Several external and internal
factors impact the selection
process, and the manager must take them into account in making selection decisions.
process consists of the following steps but it is not necessary that all organization
go through all these steps
as per requirement of the organization some steps can be skipped while performing
the selection process.
1. Initial Screening
2. Application Blank
3. Pre-employment Testing
• General Intelligence Tests
• Aptitude Tests
• Personality and Interest Tests
• Achievement Tests
• Honesty Tests
• Structured Interview
• Unstructured Interview
• Mixed Interview
5. Background Checks
6. Conditional job offer
7. Medical Exam/Drug Tests
8. Final Selection Decision
1. Initial Screening
INITIAL SCREENING: The selection process often begins with an initial screening
of applicants to
remove individuals who obviously do not meet the position requirements. At this
stage, a few
straightforward questions are asked. An applicant may obviously be unqualified
to fill the advertised
position, but be well qualified to work in other open positions. The Purpose
of Screening is to decrease the
number of applicants being considered for selection.
Sources utilized in the screening effort:
Personal Resume presented with the job application is considered as source of
information that can be used
for the initial screening process. It mainly includes information in the following
• Employment & education history
• Evaluation of character
• Evaluation of job performance
Screening interviews are used to:
• To verify information provided on resume or application blank.
• They are usually very short (approximately 30 minutes or so).
Advantages of Successful Screening:
If the screening effort is successful, those applicants that do not meet minimum
required qualifications will
not move to the next stage in the selection process. Companies utilizing expensive
selection procedures put
more effort in screening to reduce costs.
2. APPLICATION BLANK /REVIEW OF APPLICATIONS
APPLICATION BLANK: is a formal record of an individual’s application for employment
The next step
in the selection process may involve having the prospective employee complete
an application for
employment. The specific type of information may vary from firm to firm and even
by job type within an
organization. However, the application form must reflect not only the firm’s
informational needs but also
EEO requirements. Application forms are a good way to quickly collect verifiable
and fairly accurate
historical data from the candidate.
Selection Process: Selection
is the process of choosing from a group of applicants those individuals
suited for a particular position.
Application Blank: Application blank is a formal record of an individual’s
application for employment