SELECTION PROCESS

Selection process

Selection process

Introduction

Recruitment is the first part of the process of filling a vacancy. It includes the examination of the vacancy, the consideration of sources of suitable candidates, making contact with those candidates and attracting applications from them. It aimed at finding a pool of applicant with the abilities desired by the organization. Selection is the next stage, i.e. assessing the candidates by various means, and making a choice followed by an offer of employment. If the vacancy is additional to the present workforce, then in all probability the need for the new employee has been established and a job specification complied. The selection process consists of various steps. Ryan Tippins (2004 pp.305-318)states that each stage facts may come to light which may lead to rejection of the applicant. There are several ways through which the candidate is evaluated and selected. Two majore ways are discussed there Psychometric Testing and interviews.

Psychometric Testing

Ryan Tippins (2004 pp.305-318) states that psychometric means measurement of the mind. Psychometric tests purport to measure psychological characteristics, including personality, motivation, career interests, competences and intellectual abilities. McLean Osman-Gani and Cho (2004 pp.34)say that raditionally they take the form of pen and paper multiple-choice questionnaires but modern forms can also be presented on computer screens. Most tests require applicants to work through a large number of items in a given amount of time. Increasing use of tests has caused some disquiet amongst psychologists, particularly the proliferation of personality assessments. There are many available on the market which are promoted by people without adequate training and which make extravagant claims about their value and effectiveness. Ryan Tippins (2004 pp.305-318) state that many employers, including those with human resource specialists, do not have the ability to identify good and bad products.

Interviews

An interview is an art which, if being performed well, will help the Employer recruit talented individuals for his company. But on the opposite end, if being poorly performed, it will cost you those potential ones and make you mistake normal ones to be excellent ones. Here, we will provide you top 04 interview methods which shall be useful for you to find out the real strong, weak points and the actual traits of the candidate. Armstrong (2006 pp.119)is of the opinion that interviewing is a flexible method for all levels and types of job. An interview may focus on what a hypothetical job might involve

Types of Interview

Direct interview

This form of interview is a brief but straightforward, face-to-face question-answer session between the interviewer and the interwee. According to Anderson Shackleton (1993)no in-depth analysis of the candidate ability skills is done. Characteristics or attitudes can be possible find out in such an interviews. But if carefully planned, some of these limitations can be avoided. Indirect interview

McLean Osman-Gani Cho (2004) states that no direct questions are asked to the candidate, he is encouraged to express his views about any topics. And how he rates the enterprise and the job applied for ...