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Selection process of the candidates involves an extensive 4 way process which includes:

Filling of application form

Checking the references
Written tests

Firstly all the candidates are required to fill an application form which includes basic information
about the individual e.g. name, address, age, sex, education, work experience, interests, hobbies,
references etc. It’s basically like a bio data. Once, the application form is duly filled by all the
candidates, the candidates not suiting the requirement of the job are short listed and those who
are apt are further undergone with the process.

In the second stage, the references, which are given by the candidates, are checked via telephone,
mails or sometimes by personal meetings.
In the third stage, there are certain tests, which the candidates need to qualify. These tests include
aptitude test, specialization tests, knowledge tests, IQ test, physiological tests etc. These tests are
conducted because Genus Overseas Ltd. generally requires highly qualified personnel suiting the
requirements of the jobs. Once the tests are conducted, those who qualify the tests are called for
personal interview.

This is the last stage for selecting the employee. It includes an extensive interview of the
candidate by a jury panel. It’s a detailed interview considering all the aspects of the job for which
the candidate is suited. Each and every aspect of the job is considered and discussed upon.
Sometimes more rounds of interviews also may be carried out to further short list the candidates
depending on the nature of the designation of the job.

And finally once the interview is conducted and the appropriate candidate is selected for the job
he is sent for a 3 to 4 days induction program in which he is familiarized with the nature of job
and the functioning of the organization.

Selection is the process of evaluating the qualifications, experience, skill, knowledge, etc, of an
applicant in relation to the requirements of the job to determine his suitability for the job. The
selection procedure is concerned with securing relevant information from applicants and selecting the
most suitable among them, based on an assessment of how successful the employee would be in the
job, if he were placed in the vacant position.

The selection process has two basic objectives: (a) To predict which applicant would be the most
successful if selected for the job, and (b) To sell the organization and the job to the right candidate.
The selection process is based on the organizational objectives, the job specification and the
recruitment policy of the organization. The various selection processes are initial screening, application
forms, selection tests, group discussions, interviews and reference checks.

To facilitate a near accurate prediction of an applicant's success on the job, the selection methods
should meet several generic standards of reliability, validity, generalizability, utility and legality. The
application form is a formal record of an individual's application for employment. It is usually used in
the preliminary screening of job applicants.
The filled-in application forms provide pertinent information about the individual and are used in the
job interview and for reference checks to determine the applicant's suitability for employment. There
are two methods of evaluating these forms – the clinical method and the weighted method. Selection
tests, which are widely used include intelligence tests, aptitude tests, achievement tests, situational
tests, interest tests, and personality tests.

Interviews help managers to fill the gaps in the information obtained through the application blanks
and tests. Interviews also enable the management to make an impact on the job applicant's view of
the organization, apart from assessing his job-related behavior and attitude. Interviews may be
classified as preliminary, selection and decision-making, based on their timing and purpose.

The process of interviewing consists of several steps such as preparation for the interview, ensuring a
setting, and conducting, closing and evaluating. The selection process also uses background
investigation or reference checks to check the authenticity of the information provided by the
applicant. Finally, after an applicant is selected, the offer is made to him and on acceptance, the
placement process starts.

Steps in selection process

1. initial screening interview
2. completion of the application form
3. employment tests
4. comprehensive interview
5. background investigation
6. conditional job offer
7. medical/physical exam
8. permanent job offer

Steps in selection procedure:

1. Reception of applications or preliminary screening
2. Application bank that gives a detail about the applicant’s background and life history
3. A well conducted interview to explore the applicant’s background
4. The physical examination
5. Psychological testing that gives an objective look at a candidates suitability for that job
6. A reference check
7. Final Selection approved by the manager
8. Communication of the decision to the candidate.