Underlying The Recruitment Selection Process.

Now and again we find ourselves wanting to employ new staff mainly because there is some sort of business growth or just a lacking skill which will need to be invested in for purposes of change or innovation. Whatever the case might be we need to get the best candidate and as simple as this might seem, we assure you it is no easy task. At Humba-HR-Consultants we believe that for every recruitment made, an asset is acquired therefore a thorough and precise procedure needs to be implemented to get the best result. Head hunting might be a solid choice but it also comes with its own issues that we will discuss later. 

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

What is the process of selecting candidates?

Selecting candidates involves two main processes: short-listing, and assessing applicants to decide who should be made a job offer. It is a crucial stage in the overall recruitment process which is outlined in our recruitment factual process.

Candidates’ applications may arrive in form of a curriculum vitae (CV) or an application form. Whatever form they are in, it is important to make sure that all of those who are involved in the selection process, from the short-listing stage onwards, are aware of the need to avoid unfair discrimination and the potential risk to the organisation’s reputation should a candidate make a tribunal claim.

Technology plays an increasingly important role in recruitment ranging from attracting candidates through to the selection process. Electronic techniques are also being used to slim down the number of potential candidates. In particular, using online recruitment can mean employers receive large numbers of applications from unsuitable candidates, so it can be helpful also to use technology to help manage the application forms.

The Employee selection Process takes place in following order-:

Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organisation. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalised and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.

Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.

Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.

Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.

Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Although the fundamental structures of recruitment selection are clearly explained the process is long and strenuous not only for the candidates but also for the employers and the rest of the employees. However always remember you have been there as well and it might be you in another organisation so adhere to the basic principles and you will do just fine.