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Selection
Introduction

Selection can be conceptualized in terms of either choosing the fit candidates, or

rejecting the unfit candidates, or a combination of both. So, selection process assumes
rightly that, there is more number of candidates than the number of candidates actually
selected, where the candidates are made available through recruitment process. Selection is
a process of choosing the most suitable persons out of all the participants. In this process,
relevant information about applicant is collected through series of steps so as to evaluate
their suitability for the job to be filled. On other hand, selection is the process of assessing
the candidates by various means and making a choice followed by an offer of employment.

Therefore, in simple terms, selection is a process in employment function which

starts immediately upon receipt of resumes and application letters, the major concern being
reviewing resumes for basic qualifications. A job seeker who does not meet the required
qualification is not an applicant and should not be considered. It is a process which should
be based on job-related qualifications including, but not limited to: required or preferred
education, experience and knowledge, skills and abilities as identified in the job description.
Qualifications must be bona fide occupational qualifications. An applicant who is hired
must meet the required qualifications listed in the job description. In this regard, Selection
is a process of matching the qualifications of applicants with the job requirements; it is a
process of weeding out unsuitable candidates and finally identifies the most suitable
candidate.

Selection and Recruitment are compared

Selection is different from recruitment, where recruitment technically precedes

selection. Recruitment involves identifying the sources of manpower and stimulating them
to apply for jobs in the organizations. On the other hand, selection is the process of choosing
the best out of those recruited. Recruitment is positive as aims at increasing the number of
applications for wider choices or for increasing the selection ratio.

Selection is an important function as no organisation can achieve its goals without

selecting the right people, where faulty in selection leads to wastage of time, money and
spoils the environment of an organisation. In this regard, scientific selection and placement
of personal can go a long way in building up a stable work force, where it helps to reduce
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absenteeism and labour turnover at the same time very helpful in increasing the efficiency
and productivity of the enterprise.

With the same idea, argues that, recruitment and selection differ in term of
objective, process, technique and outcome, which are discussed as follows:

Firstly, the ultimate objectives of both recruitment and selection are to acquire
suitable candidates but their immediate objectives differ, where the basic objective of
recruitment is to attract maximum number so that more options are available; the basic
objective of selection is to choose best out of the available candidates.

Secondly, recruitment differs from selection in term of process, where it adopts the
process of creating application pool as large as possible; while selection adopts the process
through which more and more candidates are rejected and fewer candidates are selected or
sometime not even a single candidate is selected.

Thirdly, in respect to techniques involved, recruitment techniques are not very

intensive, requiring high skills, as against this, in selection process, highly specialized
techniques are required. Therefore, in the selection process, only personnel with specific
skills like expertise in using selection tests, conducting interviews and like is involved.

Fourthly, since recruitment and selection are two inter-linked steps in the process of
manpower acquisition, they differ in term of outcome; where the outcome for recruitment is
application pool which becomes input for selection process, on the other hand, the outcome
of selection process is in the form of finalizing candidates who will be offered jobs.

Factors for Selection Process

The basic idea in a selection process is to solicit maximum possible information

about the candidates to ascertain their suitability for employment, and given the fact that,
there are factors which affect the seeking of such information. The following factors which
determine the steps involved in a selection process;

Firstly, various steps involved in a selection process depend on the type of personnel
to be selected. For example, more information is required for the selection of managerial
personnel as compared to subordinate workers.

Secondly, selection process depends on the source of recruitment and the method
that is adopted for making contact with prospective candidates. For example, in the case of
advertisement, selection process is more comprehensive and time-consuming, where as in
the case of campus recruitment; the process is shortened and may be completed in a day.

Thirdly, selection process depends on the number of candidates that are available for
selection. If the number is large enough, there is a need for creating various filtering points
and reducing the number of applicants at each successive point. However, where the
number of applicants is small, lesser number of filtering points are required.
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Fourthly, organization·s selection policy also determines the way to be involved in

selection process.

Steps in Selection Process

Selection process consists of a series of steps, facts may come light which may lead to
the rejection of the applicant. It is a series of successive hurdles or barriers which an
applicant must cross. These hurdles or screens are designed to eliminate an unqualified
candidate at any point in the selection process.

There is no standards selection procedure to be used in all organisations or for all

jobs. The complexity of selection procedures increases with the level and responsibility of
the position to be filled. Therefore, the strategy and method used for selecting employees
varies from firm and from one job to another.

Scholars of Human Resource Management suggested the following steps to be

involved in employee·s selections process, through not necessary to be implemented
chronologically:-

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