Process of Selection
1. Preliminary Screening:
Preliminary screening helps the manager to eliminate unqualied job seekers.
2. Selection Tests:
Various tests are conducted to know the level of ability, knowledge, interest, aptitude, etc. of a particular candidate.
The various types of tests are:
1. Intelligence Tests:
This is one of the important psychological tests used to measure the level of intelligence quotient (IQ) of an individual.
2. Aptitude Test:
It is a measure of an individual’s potential for learning new skills.
3. Personality Tests:
Personality tests provide clues to a person’s emotions, reactions, maturity and value system, etc.
4. Trade Test:
These tests measure the existing skills of the individual.
5. Interest Tests:
Interest tests are used to know the pattern of interests or involvement of a person.
3. Employment Interview:
Interview is a formal, in depth conversation conducted to evaluate the applicant’s suitability for the job.
4. Reference and Background Checks:
Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and, gaining additional information on an applicant.
5. Final Selection:
The final decision has to be made from among the candidates who pass the tests, interviews and reference checks.
6. Medical Examination:
After selection, the candidates are required to appear for a medical examination for ensuring that he is physically fit for the job.
7. Job Offer:
After a candidate has cleared all the hurdles in the selection procedure, he is formally appointed through an order. It contains the terms and conditions of the employment, pays scale, joining time, etc.
8. Employment Contract:
Basic information that should be included in a written contract of employment are job title, duties, responsibilities, date of joining, pay and allowances, hours of work, leave rules, disciplinary procedure, work rules, termination of employment, etc.
