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Employee Selection Process Guide

The document discusses the process of employee selection, including recruitment, selection steps, selection methods, and differences between recruitment and selection. Recruitment generates a pool of candidates while selection screens candidates and chooses the most suitable ones using tools like interviews, tests, and background checks.

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rajeevrawal86
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17 views9 pages

Employee Selection Process Guide

The document discusses the process of employee selection, including recruitment, selection steps, selection methods, and differences between recruitment and selection. Recruitment generates a pool of candidates while selection screens candidates and chooses the most suitable ones using tools like interviews, tests, and background checks.

Uploaded by

rajeevrawal86
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Selection procedure of employees

Recruitment
is the process of generating a pool of
capable people to apply for employment
to an organization.
Selection
 is the process by which managers and others
use specific instruments to choose from a pool
of applicants a person or persons most likely
to succeed in the job(s)

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Recruitment and Selection
STEPS IN SELECTION
PROCEDURE
 The basic purpose of the selection process is to
choose right type of candidates for various
positions in the organization.

 In order to achieve this purpose a well-organized


selection procedure involves many steps.
The steps in the selection procedure will
depend upon the nature of jobs to be filled.
However, the basic steps are as follows:
 Preliminary Interview:
 Selection Tests:
 Employment Interview:
 Reference & Background Checks:
 Selection Decision:
 Physical Examination:
 Job Offer:
 Final Selection:

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The selection methods
 Sifting applications: Application forms, CV-s and covering letters
 Biodata analysis: objective, weighted scoring of biographical data (e.g.
sex, age, family background, work experience, leisure interest…)
 Work sample tests
 Written tests: ability, intelligence (or cognitive ability), personality,
aptitude
 Interviews:
› individual interviews, interview panels, selection boards
› Structured or general interview
 Assessment centres
 References
 The final stage: offer a job contract
 (1) It means searching for sources of labour
and stimulating people to apply for jobs.
 (2) It is a positive process.
 (3) It creates a large pool applicants for jobs.
 (4) It is a simple process. It involves
contacting the various sources of labour.

 (1) It is a negative process as it involves


rejection of unsuitable candidates.
 (2) It leads to screening out unsuitable
candidates.
 (3) It is a complex and time-consuming
process.
 (4) The candidates have to clear a number of
hurdles before they are selected for jobs.
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