human resource management » selection method
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6/7/2015 Human Resource Management » Selection Method
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Selection Method
July 24th, 2010 Leave a comment Go to comments
SELECTION:
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisitequalifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with agreater likelihood of success in a job.”
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
Recruitment Selection
1. Recruitment refers to the process ofidentifying and encouraging prospectiveemployees to apply for jobs.
2. Recruitment is said to be positive in itsapproach as it seeks to attract as manycandidates as possible.
1. Selection is concerned with picking upthe right candidates from a pool of applicants.
2. Selection on the other hand is negative inits application in as much as it seeks toeliminate as many unqualified applicants aspossible in order to identify the rightcandidates.
PROCESS / STEPS IN SELECTION
1. Preliminary Interview: The purpose of preliminary interviews is basically to eliminate unqualifiedapplications based on information supplied in application forms. The basic objective is to reject misfits.On the other hands preliminary interviews is often called a courtesy interview and is a good publicrelations exercise.
2. Selection Tests: Jobseekers who past the preliminary interviews are called for tests. There arevarious types of tests conducted depending upon the jobs and the company. These tests can be AptitudeTests, Personality Tests, and Ability Tests and are conducted to judge how well an individual canperform tasks related to the job. Besides this there are some other tests also like Interest Tests (activity
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preferences), Graphology Test (Handwriting), Medical Tests, Psychometric Tests etc.
3. Employment Interview: The next step in selection is employment interview. Here interview is aformal and indepth conversation between applicant’s acceptability. It is considered to be an excellentselection device. Interviews can be OnetoOne, Panel Interview, or Sequential Interviews. Besides therecan be Structured and Unstructured interviews, Behavioral Interviews, Stress Interviews.
4. Reference & Background Checks: Reference checks and background checks are conducted toverify the information provided by the candidates. Reference checks can be through formal letters,telephone conversations. However it is merely a formality and selections decisions are seldom affectedby it.
5. Selection Decision: After obtaining all the information, the most critical step is the selectiondecision is to be made. The final decision has to be made out of applicants who have passed preliminaryinterviews, tests, final interviews and reference checks. The views of line managers are consideredgenerally because it is the line manager who is responsible for the performance of the new employee.
6. Physical Examination: After the selection decision is made, the candidate is required to undergo aphysical fitness test. A job offer is often contingent upon the candidate passing the physical examination.
7. Job Offer: The next step in selection process is job offer to those applicants who have crossed allthe previous hurdles. It is made by way of letter of appointment.
8. Final Selection
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Comments (45) Leave a comment
1. charles wNovember 12th, 2013 at 19:09 | #1Reply | Quote
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December 1st, 2013 at 17:28 | #3Reply | Quote
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6/7/2015 Human Resource Management » Selection Method
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14. Sumit GhoghareMay 9th, 2014 at 11:49 | #14Reply | Quote
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15. AndrewMay 14th, 2014 at 13:16 | #15Reply | Quote
whats the reference for this please?
6/7/2015 Human Resource Management » Selection Method
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16. ALBINA MKENDAMay 20th, 2014 at 12:53 | #16Reply | Quote
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17. taherMay 27th, 2014 at 01:10 | #17Reply | Quote
I liked this publication. Please follow up and all that is new in the early stages of selection andrecruitment. And please follow all publications of human resources. Best Regards
18. hossamJune 23rd, 2014 at 00:59 | #18Reply | Quote
Final Selection
19. jonalynJuly 2nd, 2014 at 06:00 | #19Reply | Quote
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20. narainen kolanthanJuly 5th, 2014 at 12:56 | #20Reply | Quote
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21. Chris MusonzaSeptember 16th, 2014 at 01:58 | #21Reply | Quote
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22.
6/7/2015 Human Resource Management » Selection Method
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Isaya KimeiOctober 10th, 2014 at 15:47 | #22Reply | Quote
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23. AnonymousOctober 15th, 2014 at 14:08 | #23Reply | Quote
good information
24. Akash yelkeOctober 16th, 2014 at 00:37 | #24Reply | Quote
Thank you so much
25. Ali AhmedOctober 17th, 2014 at 12:13 | #25Reply | Quote
it is important the selection of final human product
26. AnonymousOctober 22nd, 2014 at 16:16 | #26Reply | Quote
thank you for giving the understandable information about selection methods
27. Ademola TaiwoOctober 29th, 2014 at 01:02 | #27Reply | Quote
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28. LysaNovember 9th, 2014 at 14:51 | #28Reply | Quote
6/7/2015 Human Resource Management » Selection Method
http://www.hrwale.com/recruitment/selectionmethod/ 8/14
a helpful answer, thanks
29. AnonymousNovember 12th, 2014 at 00:59 | #29Reply | Quote
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30. Ayeobasan Ayeni MatthewNovember 19th, 2014 at 23:44 | #30Reply | Quote
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33. BoldenNovember 25th, 2014 at 18:35 | #33Reply | Quote
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34. JustinDecember 5th, 2014 at 07:09 | #34Reply | Quote
Kindly advise where is the resource to find the Skill test – Personality test, aptitude test?
Thank you
6/7/2015 Human Resource Management » Selection Method
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MechamJanuary 30th, 2015 at 17:55 | #35Reply | Quote
SHL provide measurable skills tests for organisations to use. We use them in ourorganisation to test all grades of employees.
35. Fasil KotuJanuary 29th, 2015 at 21:40 | #36Reply | Quote
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39. RomanMarch 10th, 2015 at 22:37 | #40Reply | Quote
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40. pauline
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April 23rd, 2015 at 00:41 | #41Reply | Quote
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43. preciousMay 7th, 2015 at 21:49 | #44Reply | Quote
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44. AnonymousMay 26th, 2015 at 01:54 | #45Reply | Quote
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