Question

Explain the selection procedure.

Answer 1

The process (steps) of selection:

1. Welcoming and primary meeting:

• When the candidate arrives at the enterprise, he is welcomed by the receptionist.
• The receptionist then makes the primary investigation. If the candidate is found suitable/eligible he is given an appointment of the recruitment officer.
• The recruitment officer then gathers information about the knowledge, education, skill and the working capability of the candidate.
• The main objective at this stage is to see that only proper candidates are sent further for applying for the job.
• If the candidate is found suitable in the primary meeting, he is asked to fill the application form. This saves the time of the recruitment officer and the process becomes simple too.

2. Receiving and screening of applications:

• The candidate, along with application submits various documents such as bio-data, copies of mark sheets, experience certificates and other certificates, etc.
• The enterprise screens these applications and documents. The ones that are found faulty or incorrect are rejected.

3. Taking necessary tests:

• After shortlisting the candidates based on their applications, the enterprise arranges various tests for these candidates.
• Every enterprise conducts tests in its own way. The number, difficulty level and way of conducting test vary among organization.
• These tests help the enterprise to identify mental ability, skill, aptitude, efficiency, etc. of the candidate.

The major types of tests are:

1. IQ test: IQ test assess the common sense, memory, smartness, power of decision making and thinking capacity, etc.
2. Aptitude test: Aptitude test assesses whether the candidate is interested in the work for which he is hired.
3. Trade test: Trade test decides if the candidate has the necessary skills to perform the expected job or not.
4. Psychological test: This test is meant to know about the nature, self-confidence, attitude and habits of the candidate.

4. Personal interview:

• Candidates who succeed in the above tests are called for personal interview.
• To remove any bias or preferences, the enterprise forms a selection cum recruitment committee for interviewing the candidates.
• The interviewing committee consists of representatives of the management, the departmental head, the personnel manager and experts from various fields.
• These people perform a proper work-related interview. They stick to this agenda and do not deviate.
• They also clarify the terms and conditions of the job to the candidate.

5. Checking references:

• To know the present and past work-related situation of the candidate, the business enterprise checks and enquires from candidate’s present and past employers.
• This is done to know whether the information provided by the candidate is correct or not.
• This also helps to obtain the right opinion about an employee before finalizing him.

6. Preliminary selection:

• If the matters gathered from personal interview and the past references are positive then the selection committee will make a list of selected candidates.
• This list usually includes more number of candidates than required. These candidates are also called short listed candidates.

7. Physical (Medical) examination:

• After preliminary selection of the required candidates they are sent to a specified hospital or doctor for medical examination.
• The main objective of this examination is to know whether the candidate is suffering from any serious illness or any other physical problem.
• Serious or major illness can decrease efficiency of the candidate and hence will affect the productivity of the organization.
• The other employees are kept in waiting list. In future, if the organization needs more candidates then it can select from this list.

8. Appointment letter:

• Once the candidate passes all the tests and interviews he is given the appointment letter.
• The appointment letter contains details regarding the nature of work, work place, designation, rights and responsibilities, remuneration and other financial and non-financial details.

9. Induction into the organization and allotment of work:

In modern organizations, after giving the appointment letter and before the allotment of duties, employees are given information regarding the policies of the organization, organization environment, superiors, colleagues and subordinates. In other words, the to-be employees are introduced to the organization. This is called induction.