Selection process

SELECTION PROCESS
The basic idea is to collect maximum possible
information about the candidates to ascertain their suitability for
employment.
Below is a discussion of the various steps:
SELECTION PROCESS
Screening of applications
Selection tests
Interviews
Checking of references
Physical examination
Approval by appropriate authority
Placement
Screening of Applications
Prospective employees have to fill up some sort of application form.
These forms have a variety of information about the applicants like
their bio-data, achievements, experience, etc.
Selection Tests
Many organizations hold different kinds of selection tests to know
more about the candidates or to reject the candidates who cannot be
called for interview, etc. Selection tests normally supplement the
information provided in application forms. Such forms may contain
factual information about candidates.
Selection tests may give information about their aptitude, interest,
personality etc, which cannot be known by application forms.
TYPES OF TEST
Achievement test
Intelligence test
Personality test
Aptitude test
Interest test
Achievement Test
It is also called performance test or trade test. Achievement is concerned with
what one has accomplished.
When candidates claim that they have done certain things and know these, the
achievement test may be conducted to measure how well the candidates know
these. A candidate’s knowledge may be measured through his answers to certain
questions or his performance at a practical test. For example, a typing test
may measure the typing performance of a typist in terms of speed, accuracy and
efficiency. Performance test may be administered for selecting employees at
operative level as well as junior management level
Intelligence Test
Intelligence test tries to measure the level of intelligence of a
candidate. This test generally includes verbal comprehension, word
fluency, memory, inductive, reasoning, speed of perception ,
visualization etc.
Personality Test
The personality test is administered to predict performance success
for jobs that require dealing with people, or jobs that are essentially
supervisory or managerial in character. Dimensions of personality
such as interpersonal competence, dominance submission,
extroversion-introversion, self-confidence, leadership ability,
patience, and ambition can be measured through personality tests.
Aptitude Test
It is used for measuring human performance characteristics
related to the possible development of proficiency on specific
jobs. These basic characteristics can be thought of as aptitudes.
As such, aptitude test measures the latent or potential characteristic to
do something provided proper environment and’ training are
provided to the individuals. This test is more valid when the
applicants have no experience or very little experience along the lines
of the jobs.
Interest Test
Interest test is designed to discover a person’s area of interest,
and to identify the kind of jobs that will satisfy him. It is assumed
that a person who is interested in a job can do much better than the
person who is not interested.
Interviews
Selection tests are normally followed by personal interview of the
candidates. The basic idea is to find out overall suitability of
candidates for the jobs. It also provides opportunity to give relevant
information about the organization to the candidates. In many cases,
interview of preliminary nature can be conducted before the selection
tests.
Checking of References
Many organizations ask the candidates to provide the names of
referees from whom more information about the candidates can be
solicited. Such information may be related to character, working, etc.
The usual referees may be previous, employers, persons associated
with the educational institutions from where the candidates have
received education, or other persons of prominence who may be
aware of the candidates’ behavior and ability.
Physical Examination
Physical examination is carried out to ascertain the physical
standards and fitness of prospective employees. The practice of
physical examination varies a great deal both in terms of coverage
and timing.
Approval by Appropriate Authority
On the basis of the above steps, suitable candidates are
recommended for selection by the selection committee or personnel
department.
Offer Letter: A job offer letter is a formal document sent to candidates selected for
employment. It's a good idea to have written confirmation of an offer so that both the
employee and the employer are clear on the conditions of a job.

What's Included in a Job Offer Letter

• An offer letter confirms employment details such as:
• Job description
• Job title
• Reporting structure
• Starting date of employment
• Salary
• Benefits information and eligibility
• Acknowledgment of offer and confirmation of acceptance
 Contract
An employment contract or contract of employment is a kind of contract
used in labour law to attribute rights and responsibilities between parties to a
bargain. The contract is between an "employee" and an "employer
Placement
After all the formalities are completed, the candidates are placed on
their jobs initially on probation basis. The probation period may
range from three months to two years. During this period, they are
observed keenly, and when they complete this period successfully,
they become the permanent employees of the organization.