Some selection tests are of psychological nature. Individuals differ in almost all aspects be it physical characteristics, capacity, level of mental ability, their likes and dislikes and they also differ with respect to personality traits. The following tests are given to candidate in most cases: They test the mental ability of candidates. 2. 7. It serves to ascertain the applicant’s physical capabilities to perform the job. Each individual is unique and therefore, each interview should be tailored to tap that ‘uniqueness’ and relate the data to the job competency requirements. Sometimes a few candidates produce letters of recommendation addressed “To whosoever is my concern”. These tests deal with the ability of the candidate to do mechanical work. Qualified candidates will go on to next hurdle, while the unqualified are eliminated. Also it safeguards the interest of the hiring company against payment of claims under compensation law. This can be used at the time of need in future. It shows the years of experience, nature of duties and responsibilities involved in the previous job. One who may be able to speak about the applicant’s earlier work. These forms are accordingly screened or studied by matching the skills / qualifications of the candidate vis-a-vis the requirements of the vacant job. Initial Contact/Reception of Applicants: 2. Even if the employer has had sufficient exposure or contact with the worker to become familiar with his talents, there is then the question of the degree to which the employer is capable of getting an accurate impression of the worker. The HR department may immediately send appointment letter to the selected person or after some time as the time sche­dule says. Accordingly, aptitude tests are designed to measure the hidden qualities of the candidates. Large organizations have their own medical clinics while the small organizations refer to private clinics. The application blanks or application forms for jobs in various organizations vary in length, coverage and contents. TOS4. Our employee recruitment and selection policy describes our process for attracting and selecting external job candidates. They can be time-savers and can help in improving the accuracy of predicting success on the job. names of two or more people who can certify credentials by way of the suitability of the candidate to the announced position. (iv) It places properly those people who are otherwise employable but whose physical handicaps may necessitate assignment only to specific jobs. i. These tests aim at measuring motoring skills, ability to memorize, how quick body moves efficiently, etc. These tests judge abilities like manual dexterity, motor ability and eye-hand coordination of candidates. – An ideal answer may be given the rating of 5 on a 5 point scale whereas, an average answer 3 marks and a poor one just 0 mark. Candidate’s personality and leadership qualities can be evaluated well by using this technique. For example, if the aptitude test has the highest correlation among all the selection devices with job success, it would be ranked first. Usually, candidates who get over one or more successive preliminary hurdles in the selection process and are found suitable for specific jobs, are not rejected on physical grounds unless the individual is suffering from contagious or incurable diseases or any complex emotional problem. Checking Reference and Medical examination. The opinions of previous employers and others, who have known the applicant, are generally useful in getting a picture of his potential performance in a particular job. In practice, most organisations use different application forms. However, it most commonly refers to the selection of workers. Under this test a portion of the actual work is given to the candidate as a test and the candidate is asked to do it. Stone defines, ‘Selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job’. Preliminary interviews aims at further qualifying or disqualifying candidates who may be inquired whether the working hours, wages, working conditions, etc., were agreeable. Selection and Selection Process. It follows scientific techniques for the appropriate choice of a person for the job. A skilful interviewer can obtain a more accurate and thorough evaluation of a candidate in this manner than with a questionnaire or letter. Interviewing is probably the oldest method of selection. It is very important for human resources management because this process help human resources personnel to identify the candidate with the necessary qualificationto perform successfully in the job. It can also be a systematic procedure for comparing the behaviour of two or more persons. In such circumstances, an employee need not fill in an application blank. PDF, 177KB, 4 pages. Evaluation of the Selection Programme 10. (i) Job knowledge tests – These tests are used to judge profi­ciency in operating mechanical equipment, dictating, typ­ing, computer applications etc. However, in spite of these growing criticisms, it is still true that in most walks of life it is impossible to progress without being asked to take some kind of psychological test. Experience has demonstrated that no matter how many validity studies personnel psychologists conduct, the interview continues to be used for selection purposes. In general, application blanks is a highly structured instrument in which the questions have been standardized and determined in advance. It generally includes verbal comprehen­sion, word fluency, speed of perception, etc. In selection criteria the candidates are cautiously picked up as per their ability. General examination – skin, musculature and joints. HR policy which includes recruitment and selection (Republic of South Africa 2007:70). Initial Screening: To further proceed with recruiting efforts, human resources management has to initi… (ii) It discovers existing disabilities and obtains a record of the employee’s health at the time of hiring so that the question of the company’s responsibilities (both legal and ethical) may be settled in the event a workman’s compensation claim for an injury is preferred. When a new employee reports to duty, he will be new to the organization and to its policies, rules and existing employees also. The term “Interview” refers to a conversation with a purpose. Not only is such discrimination unethical and immoral, but it is also illegal. The candidates are asked several questions about their experience on another job, their family background, their interests, etc. Even if a person did tend to bias his answers on the application on matters to which he felt some concern about giving an honest answer, in many cases such data is subject to rather easy verification from other sources. By careful study, such items as age, education, dependants, earnings and years on previous jobs may be found to be closely correlated with success in the job for which the candidate is applying. – There should be a thoroughly prepared job description with a list of job duties, required knowledge, skills, abilities and other worker qualifica­tion. The references provided by the applicant have to be checked. Once the filled application is brought to the screening committee, it checks the details and calls the candidate for selection test. This is the method by which the human resources section of an organization searches for and recruits employees to fill identified open positions within the company.The role of selection is related to its use as a tool for locating and selecting applicants to fill open vacancies in the organization. This will indicate the time and place of reporting. In these tests, the candidate is asked either to cope with the situation or to solve critical situations of the job. Clarity on hiring policy process. Reception, Initial or Preliminary Interview or Screening: The initial screening is usually conducted by a special interviewer or a high caliber receptionist in the employment office. Its objectives are to see the looks of the candidate, his way of talking, his conduct and temperament, his interest, presence of mind, and maturity, etc. Knowledge tests are designed to test the applicant’s knowledge and mastery of a particular subject; these are useful for positions such as accounting, engineering etc. v. Clinical examination – eyes, ears, nose, throat and teeth. These tests are used to measure a person’s capacity for reasoning and comprehension in terms of his memory, mental alertness, vocabulary, and grasping capacity. The more we learn about what actually happens during an interview, the better chance there is of improving its usefulness. Privacy Policy 9. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. As a result, applicant gets maximum job satisfaction and he plays significant role in the success of the organisation. For job offer, the Appointment Letter is handed over. Despite the pressure under which he frequently works, he should avoid appearing brusque or impatient. Step 4 – Create benchmark answers and a rating scale for each – An ideal answer may be given the rating of 5 on a 5 point scale whereas, an average answer 3 marks and a poor one just 0 mark. Minimum qualifications and experience of the candidate, his age, etc., are ascertained. CV shortlisting, written tests, group discussions, interviews, job offer, medical test, appointment letter are all a part of the HR selection process. It has been alleged that some of the selection procedures used by employing organizations discriminate against educationally and culturally deprived individuals. Finding the interested candidates who have submitted their profiles for a particular job is the process of recruitment, and choosing the best and most suitable candidates among them is the process of selection. Selection Process in HRM – According to the Types of Jobs (Top 8 Steps): ... Police, fire-fighters, etc.) In special type of jobs, for instance, those requiring unusual strength or capacity to bear hard working conditions, a medical examination may be essential in the selection process. Every candidate has to pass through several hurdles before he/she can get selected for job. At times such a letter may not be specific to the type of job applied for and might even be outdated. 6. Indeed, in some organizations “form” letters of recommendation are provided to all employees who terminate on a voluntary basis, such letters merely indicate that the employee was not fired, and certainly are totally useless to other employers as far as providing any real information about the applicant’s talents or potential for success. The candidate is asked to take decisions on various items based on the in basket information. A physical examination reveals whether or not a candidate possesses these qualities. Although at present most of the selection programmes are accepted on faith, there is a growing tendency to assess selection policy, programmes, methods and techniques. of the candidate. Second, care should be taken to assess how effectively are the programmes and its procedures communicated to all the participants. (c) Ask questions which were not a part of his application. To the extent that the employer lacks the ability to communicate in this fashion, the accuracy of the recommendation is going to suffer. Hence, an HR policy should have brief but com­plete statements on all the points referred to earlier. The law requiring equal opportunity of employment has placed specific limitations on virtually all selection devices. ; (iv) Examination of special senses (check-up of visual and auditory activity); (v) Clinical examination of eyes, ears, nose, throat, teeth; (vii) Check-up of blood pressure and heart; (viii) Laboratory tests of urine, blood etc. If the application blanks consist of the proper items, the personal history items can be effectively used. Pre-employment testing can help ensure alignment between the employee selection process and desired outcomes such as lower turnover, increased sales, higher retention rates and satisfied customers. Although selection procedures change from one organization to another in terms of size, industry, location, and scalar levels of jobs being filled, the selection process depends upon effective job – analysis and recruitment. For instance, a person who does not understand the sufferings of the others, cannot become a good doctor. Rubino, Demo, & Traldi, 2011). Personnel departments and managers rely heavily on the interview as a selection tool and art extremely reluctant to hire persons without the chance to meet and question them. Subsequently, the selected candidates are considered for the next step in the selection process. Make best use of Employment policy. It is the process of picking individuals who have relevant qualifications to fill jobs in an organization. This process mainly aims at garner­ing reassurance regarding candidates’ experiences and abilities in their past. Physical examination helps in effective manpower utilisation by stressing differential placement involving assessment of an individual’s capacities and matching them with several job possibilities in the organizational setting. Such tests, designed to measure mental alertness, special aptitude, achievement, physical dexterity, etc., are used by an increasing number of organizations as an aid in the selection of prospective candidates. Under this test, a candidate’s knowledge is tested for a particular job. Dexterity test – Dexterity tests are considered for jobs requiring physical work. Sometimes a few favourable references may be aimed at efforts to get rid of unsatisfactory employees or these replies may only tell part of the story; and thus organizations may realize that perhaps what is more important is what was not said. Interview serves as a means of checking the information given in the application forms and the tests results. The appointment letter specifies the post, title, salary and terms of employment. 7. Some organizations use non – objective methods such as observational technique (i.e., facial expression) and length of experience, in screening applicants. Selection tests include intelligence and aptitude tests, achievement tests, assessment centres and general psychological or personality tests. In the first stage, personnel manager collects detailed information regarding candidates. The procedure places reliance on the evaluation of former employers, friends and professional personnel. In this situation, the person giving the reference is forced to choose the one item in each of a number of pairs of items that best describes the former employee. It is the fine screening that is not too easy to deal with, as judgments, based on informed opinion, have to be made. Interview technique can be used very effectively as a screening device and it needs to be elaborated. Selection Process in HRM – 8 Steps Involved in Employee Selection Process, Selection Process in HRM – 10 Steps in Selection Procedure, Selection Process in HRM – 7 Steps of Selection Process Suggested by Yoder et al, Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. Success of a good selection process can be measured by the availability of competent, qualified and committed personnel in the organization. As a result, personnel psychologists are focusing on the mechanics and dynamics of this complex face- to-face meeting in the hope of understanding its process and problems. The tests consists of logical reasoning ability, data interpretation, comprehension skills and basic language skills. Usually, the past provides indications regarding the future. Step 5 – Appoint the interview panel and conduct interviews. They can get adjusted to the job and perform well in future with all capacities and strengths. Find list of company HR Practices Sample such as Leave, Promotion, Travel, Transfer, Medical Policy and more Template in ready to use ppt and pdf format … Generally applicants give the names of those who may speak well of the candidate. In order to test the intelligence of the candidates, their reception power, memory power and reasoning power, etc. The applicants called for the screening interview must be received in a courteous manner. Finally, there should be an assessment of the selection process followed by the organization. Some people believe that organizations rely too heavily upon psychological tests. Detailed applications are collected from the candidates who provide the necessary information about personal and professional details of a person. By doing so, the organization can ensure high productivity of the employees. Interview should be conducted in great depth to judge the suitability of the candidates. A candidate’s IQ or mental alertness can be estimated through intelligence tests. For checking references, organization may seek letters of references or contact them through telephone or mail. As the final list of candidates becomes ready after the scrutiny of applications, the written test is conducted. Candidates are medically examined either by the company’s physician or by a medical officer approved by the company for the purpose. Step 3 – Create interview question – Some questions should be situational, while some should be behavioural They all should be based on actual job duties with more ques­tions on important duties. Coverage of items included in a typical inventory is usually large and it revolves around experiences in early life, hobbies, activities, social relations, attitudes, values etc. Judgement tests seek to evaluate the candidate’s ability to apply knowledge judiciously in solving a problem. In seeking to define and communicate your company’s approach to recruitment and selection, if you don’t already have one in place, it is useful to prepare an overall policy to set the parameters for how you manage this vital area. (k) A neuro-psychiatric examination particularly when medical history or a physician’s observations indicate an adjustment problem. Intelligence test – Intelligence tests aim at testing the candidate’s reception power, memory power, reasoning power, etc. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. The hiring managers at the time of hiring look for best candidates among others. Selection activities usually follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. There are mainly two types of aptitude tests. Such a weighted application form may quicken the process of recruitment and selection. If the report says that he or she is medically fit for the job they are then finally selected. Right fit with the organisation culture. Standardized tests are available for this purpose and their number is increasing. The rejection standards for applications should be well defined. The factors that bring about success may also be taken into account. But, it needs to be remembered that the medical examination is an aid to selecting employees who, besides fulfilling the requirements as to abilities and skills, also possess necessary physical characteristics. The candidate is then evaluated by the decisions he took, during the test. It should help to make judgements on substantive matters like the applicant’s education and experience to do the job, his previous progress and growth, his stability as shown by previous work records so as to predict the extent of his success on the intended job. These tests provide a systematic criteria/ base for selecting the candidates and try to eliminate any bias on the part of the employer. They test an individual’s capacity to learn a par­ticular skill. The previous employers and schools can provide useful information. However, not all the information contained in application blanks is used to make decisions. There is no standard form of blank application for all firms. His old employers may be asked some quick questions on phone about the candidate’s behavior with co-workers, management etc. Before the recruitment and selection process begins, HR gathers information from the organization about the type of position to be filled and the employee skills or expertise required to fill it. A test is a sample of an aspect of an individual’s behaviour, performance or attitude. Fifth, an analysis of results of the selection programme should be conducted, explicitly; evaluation should be performed by individuals independent of the personnel department. Every candidate has to pass through several hurdles before he/she can get selected for job. Job Analysis The systematic study of job content in order to determine the major duties and responsibilities of the job. For instance, asking the computer operator about different parts of the computer and knowing whether he can put right the computer in case it breaks down? Share Your Word File A healthy employee is in the interest of the organization, as sickness, leave and benefits could be costly and counterproductive. Main information’s gathered during the course of interview are – (i) physical quality, (ii) verification of academic degrees as filled in the application forms, (iii) interest in work, (iv) quick-wittedness, (v) general intelligence, (vi) memory power, etc. Its objectives should be clearly determined. The specific method stresses what the employee can do. More specific as well as follow-up questions can be asked in a telephone conversation because it is a more flexible interview situation. Blank Application 3. The pur­pose of this screening test is also to read out the hot suitable candidates as spending time on them means waste of money. (ii) Educational Information regarding the applicant’s background, grade secured in school and college, and academic qualifications, knowledge gained from professional / technical courses, training acquired in special fields etc. After a candidate is declared successful in the interview then some information about him is gathered from those persons whose name figures in the column of ‘References’. Selection Definition: The Selection is the process of choosing the most suitable candidate for the vacant position in the organization. It is vitally important that references should indicate how long and in what capacity the referees had the contact with the applicant. (iii) It helps in preventing employment of those suffering from some type of contagious diseases. (e) Give facts about the policies, procedures, culture of the company so that he feels good about joining it. Some firms are now attempting to analyze the relationship between data items on application and the extent of job success. If a candidate applies for a post of a lecturer in Management, he may be asked to deliver a lecture on Management Information System as work sample test. Various tests that are conducted to judge the intelligence and aptitude of the candidates are as follows: vi. Checking references and investigating background information is important in selection procedures. (h) Laboratory tests to urine, blood, etc. 3 Topic: Selection 4. This interview is generally conducted by lower level executives. After a candidate has cleared all the hurdles in the selection procedure, he is formally appointed by issuing him an appointment letter or by making a service agreement with him. Once an organization made a job offer and the candidate accepts the offer, then there is need to prepare and execute a contract of employment. A typical inventory contains a large number of items, utilises a multiple-choice format exclusively, and deals with those matters that are normally not covered in an application blank. The interview is an artificial situation, where the candidate is putting on the best ‘face’, and the panel is trying to find out the ‘real face’. How he puts his thoughts in black and white, what is his style of language, how is his handwriting and what is his speed of writing? At this step, the candidate is given the appointment letter to join the organization on a particular date. Brief details of the various steps in selection procedure are given as follows: The prospective candidates from within the organization or outside the organization are called for applying for the post. Relate to the employee is provided which he frequently works, he should bring relieving certificate the. Create an effective screening out device employment agencies to other tasks pressure under which he works... 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