It also serves as a convenient device for circulating information about the applicant to appropriate members of management and as a useful device for storing information. (iv) Information Regarding Community Activities detailing extra-curricular activities, hobbies and positions held in organizations and associations apart from the employing organization, membership of clubs, sports and any other pertinent information supporting a candidate’s suitability for a post. For job offer, the Appointment Letter is handed over. Steps Involved in Recruitment and Selection Process in HRM In typical cases, the selection process starts with the preliminary interview after which the applications for the employment are filled by the candidates. It is t… Account Disable 12. Although the application blanks may differ from organization to organization yet there is high degree of similarity among the application forms of various organizations. These tests are useful for selecting apprentices, skilled mechanical employees, technicians, etc. Sometimes candidates are interviewed in small groups rather than individually. After a candidate has cleared all the hurdles in the selection procedure, he is formally appointed by issuing him an appointment letter or by making a service agreement with him. Disclaimer 8. are obtained. Medical examination for example may, in some cases, follow the job offer. Step 5 – Appoint the interview panel and conduct interviews – Employers conduct interview generally with a panel consisting of tal­ented and skilful interviewers from the company. This is a highly arbitrary method having only a chance validity. Back to Table of Contents . Once an organization made a job offer and the candidate accepts the offer, then there is need to prepare and execute a contract of employment. Case interviews are an excellent HR selection tool for positions that will require decision-making and problem-solving skills. 3. names of two or more people who can certify credentials by way of the suitability of the candidate to the announced position. V. Personal Items- Association memberships, of NCC or NSS, extracurricular activities, sports, hobbies, and any other pertinent information supporting a candidate’s suitability for a post. Though their utility is controversial, many people agree that properly administered tests can lessen the selection costs by reducing large group of applicants into smaller ones. In proficiency test candidate’s ability and skill manifested in an examination are verified. A typical inventory contains a large number of items, utilises a multiple-choice format exclusively, and deals with those matters that are normally not covered in an application blank. Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is a question of getting the most suitable candidates for which various tests are to be done and interviews to be taken. This is an introductory interview, which is quite short and just aims at elimination of the obviously unqualified. It shows the years of experience, nature of duties and responsibilities involved in the previous job. The purpose of pre-screening is to reduce a potentially large candidate pool to a more manageable number that can be progressed to more rigorous assessment phases. Use of tests in selection is now well established in practice. II. These tests inform about the conduct and efficiency of the candidate. Goheen and Mosel report a very slight relationship between references and performance measures. Stages in Selection Process (Selecting the Right Candidate): Selecting the right candidate is very crucial for the organization. The short-listed candidates are also qualified or disqualified based on their intelligence, communication skills and personal qualities examined during the earlier steps. His performance will judge whether he can be picked up for the job. In selection criteria the candidates are cautiously picked up as per their ability. Thus, application blanks are quite effective in the selection process. Evaluation of the Selection Programme 10. Human Resource Management, Functions, Selection, Selection Process. Standardized tests are available for this purpose and their number is increasing. References are generally required to enquire about the conduct of those candidates who have been found suitable in the interviews and tests. In this detailed description of the employee is provided which he himself attests. It serves to ascertain the applicant’s physical capabilities to perform the job. Beach outlines the areas and issues to be covered in a systematic evaluation of the selection programme. A date is mentioned in the Appointment Letter by when one has to report for the duty. Initial Contact/Reception of Applicants: 2. The blank provides preliminary information as well as aid in the interview by indicating areas of interest and discussion. Induction means introduction of a new employee to the job and the organization. This recruitment policy sample can serve as a rubric that our recruiters and hiring managers can use to create an effective hiring process. Finding the interested candidates who have submitted their profiles for a particular job is the process of recruitment, and choosing the best and most suitable candidates among them is the process of selection. Employment tests are the critical steps considered during the selection process and are explained as follows: 1. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management (HRM) is to define and guide managers in this process. These days application forms of almost all organizations can be down­loaded from the website or may even be provided on request. Preliminary interview provides the first opportunity to exchange information about the job, the applicant, and the mutual expectations of the individual and the organization. (j) Specialist’s test, such as basal metabolic rate or consultation by a specialist. (x) A neuro psychiatric examination, if necessary on the basis of physician’s observations or previous medical history. Aptitude and Trade tests are aimed at measuring the applicant’s potential rather than past achievement; these are useful for entrance level clerical and trade positions. Attempts should be made to assess the effectiveness of selection and placement through intensive research studies. Subsequently, the selected candidates are considered for the next step in the selection process. One advantage of the application blank is that response bias does not usually play as great a role. In general, application blanks is a highly structured instrument in which the questions have been standardized and determined in advance. These tests are generally used for recruiting managers in the organization. This is a universally accepted tool for gathering relevant information from the applicant which may be of vital importance to the management for making proper selection. Weighted application blanks can be prepared on the basis of information regarding personal history items associated with job success. This will indicate the time and place of reporting. However, in spite of these growing criticisms, it is still true that in most walks of life it is impossible to progress without being asked to take some kind of psychological test. Everything you need to know about the selection process in human resource management. The procedure places reliance on the evaluation of former employers, friends and professional personnel. Psychological tests are used in organizations for several purposes including selection and placement of employees, transfer and promotion of employees, determining training needs and evaluation of training programmes, and counselling. It seeks to establish a positive relationship between the employer and the employee and motivate the prospective employees to accept the offer of appointment with the company. The information obtained from application blanks is job – related. An application form is required to be filled in where recruitment is made through external sources. Presuming that all the requirements that are necessary for inviting applications have been fulfilled and the applications have been received in the office, the following steps are generally performed for the selection of employees: The Executive of the organisation conduct a brief interview of the candidates to determine whether it is worthwhile for the candidate to fill up the blank application. After the acceptance of job offer by a selected candidate, he becomes an employee of the organisation. Main document among them is the Attestation Form. This kind of application blanks are known as weighted application blanks. They indicate where the an­swers of the candidate fall marginally short of bench mark and where they are ideal or good. Notwithstanding these limitations, the application blanks have been proved highly effective in several jobs. 4. After successfully clearing the Medical Examination Test, job offer is given to the selected candidate. Welcome to! The major outlines of the HR policy of a medium-sized organisation may be as follows: (iv) Simulation tests – In this test many situations which an em­ployer will have to face in the job will be duplicate and the candidate will be asked to face the problem. There are several employment tests considered by organisations depending upon the nature of industry or customer segment they cater to. These tests deal with the ability of the candidate to do mechanical work. Job offer is made through appointment letter to those candidates who have passed all the earlier barriers. Many organizations believe that such examinations are important to predict future major health problems that would involve the organization into the obligation to bear heavy medical expenses in case of prolonged treatment. Employment tests are device to check the areal knowledge of candi­dates for the respective jobs. Content Guidelines 2. The interview is an artificial situation, where the candidate is putting on the best ‘face’, and the panel is trying to find out the ‘real face’. (d) Obtain as much information from him as possible about his eco­nomic, social and cultural background. However, this exercise may not always produce the desired results because (i) no candidate will cite the name of a referee who might speak unfavourably about him; (ii) the referee may not always respond; and (iii) due to a prejudice the referee may deliberately speak against the candidate. These are the most carefully designed instruments. Thus, it is very important that the HR manager selects the candidates very carefully keeping in view the organizational requirement and employee characteristics. Recruitment and Employment: Human resources are responsible for all the functions of advertisement, recruitment, selection, training and development of an organization. It can elicit a great deal of information not obtainable through letters. It is very difficult to design and use these tests as they are concerned with discovering clues to an individual’s emotional reactions, maturity, etc. The following tests are given to candidate in most cases: They test the mental ability of candidates. Placement. Dexterity test – Dexterity tests are considered for jobs requiring physical work. Medical Examination 8. The candidates who succeed in preliminary interviews are required to fill in a specially drafted blank application form. Others suggest, with good reason, that many of the tests in the daily use are worthless. Generally, a physical test includes measurement of height, weight etc. As a result, personnel psychologists are focusing on the mechanics and dynamics of this complex face- to-face meeting in the hope of understanding its process and problems. (ii) Personal Information- Name of the applicant, father’s name, age, marital status, sex, family position, taste, etc. Selection criteria are developed from the knowledge, skills, and abilities identified in the job analysis and stated in the job description. As Yoder et al, suggest the selection process involves seven steps as follows: The above seven steps can also be classified as techniques of selection. New selection techniques for hiring are emerging in the market day by day, so one has to choose a right and suitable method while hiring the candidates. They also should observe certain rules and conduct the interview in a friendly atmosphere by putting the candidate at ease. Usually, candidates who get over one or more successive preliminary hurdles in the selection process and are found suitable for specific jobs, are not rejected on physical grounds unless the individual is suffering from contagious or incurable diseases or any complex emotional problem. Another way of checking references is to interview the persons over the telephone. Interviews usually are conducted at the beginning and in the end of the selection process. Personality tests have disadvantage in the sense that they can be faked by sophisticated candidates and most candidates give socially acceptable answers. (xii) Conditions of termination of employment. A typical selection programme tries to fit applicants to particular jobs, i.e., match jobs and people. Interview is an examination of the candidate where he sits face to face with the selection body and answers to their information given by the candidate about his abilities and the requirements of the jobs. Every method of selection must be clearly related to performance on the job, and the burden of proof rests on the employing organization. Other Items- Names and addresses of previous employers, references, etc. The pur­pose of this screening test is also to read out the hot suitable candidates as spending time on them means waste of money. Such reference checking in the opinion of Pigors and Myers, provides an opportunity not only to double-check on facts but also to test the applicant’s candor and accuracy. For example, if a junior lecturer applies for the job of a senior lecturer in Economics, he may be tested in job knowledge where he is asked questions about microeconomics, macroeconomics, central bank, etc. Work Experience- Previous experience, the number of jobs held with the same or other employers, including the nature of duties, and responsibilities and the duration of various assignments, salary received, grades, and reasons for leaving the present employer. 2. In seeking to define and communicate your company’s approach to recruitment and selection, if you don’t already have one in place, it is useful to prepare an overall policy to set the parameters for how you manage this vital area. 7. More specific as well as follow-up questions can be asked in a telephone conversation because it is a more flexible interview situation. This technique is helpful in observing and judging how well the candidates can think, analyse problems, substantiate arguments, find solutions, cogently reason and take decisions. Personnel departments and managers rely heavily on the interview as a selection tool and art extremely reluctant to hire persons without the chance to meet and question them. Usually a medical check-up involves a quick examination of the eyes, ears and throat. The more we learn about what actually happens during an interview, the better chance there is of improving its usefulness. Two types of references may be required- Character reference as a potential source of information regarding the general character of the applicant and former employer reference. 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