Selection
There is no more important topic in HRM than
Selection. The success, growth or failure of an organization depends on the talent
absorbed in to the organization.
“Selection
is the process of picking individuals who have relevant qualifications to fill
jobs in an organization. Selection is much more than just choosing the best
candidate. It is an attempt to strike a happy balance between what the
applicant can and wants to do and what the organization requires” (Kumari, 2012).
Selection is defined as the “process of choosing individuals
who have relevant qualifications to fill existing or projected job openings” (Bohlander
& Snell, 2004).
Employee Selection Methods
An effective selection process can be carried out by
a variety of techniques and steps. However it depends on the type of
organization and the level of the position being considered.
Application Forms
Application form is a quick and systematic way of
getting information on minimum requirements. It provides guidance for a
potential interview and reference check.
Employment Tests
Employment tests are used by employers to gauge aptitude
and achievement of candidates. The type of test usually depends on the type of
position. Some of the tests include Cognitive ability tests, personality and
interest inventories, physical ability tests, job knowledge tests, and work
sample tests.
Interviews
Interviews play a central role in the selection
process. “Despite decades of research questioning the validity of the interview
and the reliability of interviewers, most organizations still include some type
of interview in their selection process” (Judge, Cable and Higgins, 2000). In
Nondirective interviews the applicant is given full freedom of speech by
providing open ended questions and follow-up questions. A structured interview uses
a predetermined set of questions. A situational interview comprises of questions
arising from a hypothetical event given to the candidate whereas a panel
interview generally involves a panel of interviewers that questions and
observes a single candidate.
Group
Case Study
Group
case study assesses a candidates’ critical thinking, analytical skills and
provides great insights in to candidates thought processes. “More importantly,
group case interviews show us how each candidate responds to a task involving
team work, leadership and communication skills” (Yang, 2015).
Medical Examinations
Medical Examination is being done to find out
physical suitability of a candidate and also as a way to decrease absenteeism.
Reference Checks
This is a good indicator to how the candidate has
performed his job at the previous workplace. Hence the employer is able to gain
insights in to experience, qualifications, skills and abilities.
References
Bohlander, G. and
Snell, S. (2004). Managing Human Resources. 13th ed. Thompson, pp.180-186.
Judge, T., Cable, D.
and Higgins, C. (2000). The Employment Interview: A Review of Recent Research
and Recommendations for Future Research. Human Resource Management Review, 10(4), pp.383-406.
Kumari, N. (2012). A
Study of the Recruitment and Selection process: SMC Global. Industrial Engineering Letters, 2(1), pp.1-2.
Yang, N. (2015). Acing
the Case: How to Succeed during a Group case Interview. [online] at https://www.linkedin.com/pulse/acing-case-how-succeed-during-group-interview-neil-yang
[Accessed 10 Jun. 2019].
