What is employee selection?
Employee selection is a process by which qualified human resources can be chosen from the recruited applicants. It involves various steps by which the candidates are short-listed and selected as the most suitable candidates for vacant posts. The main goal of selection is to choose the right person for the right job. It is concerned with both hiring as well as rejecting the applicants. The clear policy in the selection is to choose the best qualified and suitable candidate for the positions. In this process, the human resource managers have to select the best candidate with the minimum cost and effort.
In the words of Byars and Rue, “Selection is the process of choosing from those available individuals who are most likely to perform successfully in a job.”
According to Werther and Devis, “The selection is a series of steps used to decide which recruits should be hired.”
Thus, the employee selection process leads to the employment of a person who possesses the ability and qualification to perform the job.
Employee selection process
The employee selection process is concerned with the evaluation of candidates and the development of systems that ensure sound selection decisions are made and highly qualified candidates are brought into organizations. The employee selection process varies from organization to organization. The selection process consists of a series of steps through which each applicant passes. The selection processes are as follows:
Evaluation of the application form
The application form provides sufficient information for the human resource manager to make the selection decision by comparing different applicants at the same time. It is also called application blank. An application form usually provides personal details such as address, telephone number, marital status, educational qualification, work history and training, etc. Most organizations generally need bio-data along with an application letter.
Preliminary interview
The preliminary or initial screening interview is short and focuses on specific job requirements. Preliminary interviews may be used to check language skills, qualifications, experience, interests, and willingness to work at odd hours. The main purpose of the preliminary interview is to avoid unqualified or unsuitable candidates. It saves time and other costs involved in other steps.
Selection test
Employee selection test is used to screen the best qualified after screening on preliminary interview. Standard written tests are given to the candidates. Such tests measure certain abilities, aptitudes, and skills that provide information on how well the applicant can be expected to perform the job. This test is commonly used in the following areas:
- Aptitude test
- Interest test
- Honesty test
- Situational test
- Personality test
Reference checks
The main function of a reference is to confirm that the information provided by the candidate is true. Candidates are required to give the names of the referees in their application forms. Therefore, information about the background and character of the candidate is checked by referees listed in the bio-data or application form. Organizations use this information before making any final selection decision.
Physical examination
In some organizations, a medical checkup of a candidate is the final stage in the selection process. The main purpose of this examination is to screen out those candidates who are physically unable to do the job. Certain jobs require certain physical qualities like clear vision, perfect hearing, clear tone, tolerance, etc. Thus, the health of the employees to important to the organization.
Final interview/selection
The final selection decision also depends on the information received from earlier steps. It is based on in-depth conversation. The selection interview is related to the job description and job specification. This test may need motivation and enthusiasm to do the job, ability to work under pressure, personality and interpersonal skills, ability to do the job and career goals, etc.
Types of selection
The selection test is the general test of candidates that covers many aspects required for the job. It is the deep evaluation of candidates. These selection tests can be started as:
Written test
It is the most widely used test for employee selection. This test includes about general knowledge and writing ability of candidates. Candidates may have to write about essays and other reading and writing abilities such as reading passages, vocabulary, analogy, etc.
Intelligence test
The intelligence test is taken to measure whether the candidate is intellectual, intelligent, and smart enough to work in a dynamic environment. This test is also widely used to measure the level of intelligence of candidates. Intellectual and analytical human resources are high in demand.
Attitude test
Attitude is essential in every aspect of life. Attitude reflects the personality of individuals. Attitude may be positive or negative. One may have an attitude toward time, work or duty, and responsibility. This test is important while conducting selection tests for employees.
Situational test
This test is composed of questions about how applicants might handle specific job situations. it focuses on what the candidate would do in future related job situations. The candidates are asked what his/her behavior would be in a given situation. The questions may be hypothetical, and related to the job knowledge and job requirements.
Honesty test
Honesty tests are essential in some jobs and occupations. This is a kind of disciplinary test that is required in some jobs. Dishonesty causes many losses for the organization. Therefore, most organizations conduct this test so that it ensures that they can choose the right candidates for them.
Difference between recruitment and selection
The distinction between recruitment and selection is as follows:
| Basis of difference | Recruitment | Section |
| Meaning | It is a process of attracting large applicants to apply for a job. | It is a process of selecting the best candidates among the many applicants applying for jobs. |
| Steps | In human resource management, recruitment takes place first or it is a first step in the hiring process. | However, employee selection takes place after the recruitment. The selection process is the decision-making step in the hiring process. |
| Emphasis | Recruitment emphasizes at increasing the number of applicants to make better choices among the applicants. | Recruitment emphasizes increasing the number of applicants to make better choices among the applicants. |
| Nature of work | The recruitment function is an initial job and it requires a job description and job specification to announce the vacant positions. | The selection function comes after recruitment and it is a time-consuming and serious nature of work. Hiring decisions is fundamental in human resource management. |
| Methods involved | Recruitment methods may involve both external and internal (i.e. encouraging to apply from existing employees if not, seek external). | Employee selection methods may involve various tests such as interviews, written tests, physical examination tests, etc. |