Do you Know about Selection Process
selection process is the process of making the choice of the most appropriate person from the pool of applicants recruited to fill the relevant job vacancy.
The selection process always starts with job openings. It should include clearly defined criteria such as age, job experience, and so on.
Importance of Selection
- To get the right person for the job vacancy.
To ensure organization productivity and efficiency maximize in Organization. Inhere, They will consider over-utilized or under-utilized persons to select the right persons for an organization.
- To establish or maintain an organization’s reputation as a good employer.
If an organization recruits the wrong person according to the interviewer’s viewpoint. As a result, It will express a bad image of the organization
- To perform the selection process as cost effectively as possible.
If an organization selects the correct person, that cost becomes an investment for the organization. So they will work longe time period for the organization.
Recruitment for Successful Selection
- Good selection ratio
The selection ratio depends on the number of selected job applications and the number of job vacancies. Also, a small selection ratio has high quality. HR professionals prefer a lower ratio because it defines that they are highly selective in their hiring process.
- Good selectors
Selectors must be intelligent, knowledgeable and must have good characters. So, they can select the right person for the right vacancy. Their act also directly affects to reduce selection process cost.
- Good ethical standards
Not discriminate against applicants based on such as gender, nation, religion, etc. They should avoid criticism and bias. Then they can select the most suitable person for the organization based on their qualifications.
- Good budget – There should be a sufficient amount of finance to perform selection in an expected way. However, Organization see this budget as an investment. Because if they are select most suitable person it will help to reduce absenteeism and turnover rate. So it will directly link to organisational reputation.
Once the job opening is published and advertised, candidates start to work on it. So they start to send their job applications to the organization. This is where the selection process starts.
Selection Methods
The organization used different methods to select employees. Let’s get an idea about those methods.
Application Evaluation
Application
Assessing the job applicant’s suitability for the job vacancy by using the given information.
Advantages
- Haven’t any favours and bias.
- Low cost.
- Help for making a personal file.
- Can select the most suitable person referring to their information.
- Quick way.
Disadvantages
- Time consumes.
- Can’t see people physically.
- Candidates can provide wrong information.
- Because of the number of applications, their cost will increase.
Employment Test
Hold to assess the degree of suitability of the job applicant to the job vacancy.
Test
Advantages
- Best method for high caliber vacancy.
- Avoid biases and prejudices.
- Can identify best performance from same level of people. Because selection made based on marks.
Disadvantages
- This a costly method.
- candidate’s mental conditions will directly affect to their examination results.
- It neglect their experiences, qualifications.
Interviews
Job Interview
A face-to-face, oral and observational evaluation method of appraising applicant acceptability with regard to a certain job.
This is the most dominant and famous method.
Advantages
- Selection of suitable candidate because can know lot about candidate through this process
- Can collect sufficient information because interviewer can ask any questions.
- Save time
- Low cost method because it is less costly than other methods of communication.
- It increases the knowledge of both the interviewer and the interviewee.
- It increase the mutual understanding among parties. Because they physically discuss with the candidate.
Disadvantages
- Because of the biases of the interviewer they made wrong selection.
- It is an incomplete methods because organisation cannot select persons only from interview.
- Lack off attention
- Inefficiency of the interviewer
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