Briefly describe the steps in selection procedure of employees.

STEPS IN SELECTION PROCEDURE

The basic purpose of the selection process is to choose right type of candidates to man various positions in the organisation. In order to achieve this purpose a wellorganised selection procedure involves many steps.

 The steps in the selection procedure will depend upon the nature of jobs to be filled. However, the basic steps are as follows: (1) Preliminary interview. (2) Application blank. (3) Scrutiny of applications. (4) Employment tests. (5)Group discussions. (6)Employment interview. (7) Medical examination. (8) Appointment letter and placement

(1) Preliminary Interview : The preliminary interview is generally brief and does the job of eliminating the totally unsuitable candidates. It may consist of a short exchange of information with respect to organisation's interest in hiring and the candidate's inquiry. (2) Application Blank : Standard application forms may be drawn up for all jobs and supplied to the candidates on request. The written information about age, qualifications, experience, etc. may prove to be of greater value to the interviewers. (3) Scrutiny of Applications : All applications received have to be scrutinised by the screening committee of Personnel Department in order to eliminate those applicants who do not fulfil job requirements. The applicants may be called for tests or interview.

(4) Employment Tests : Employment tests are used to get information about the candidate which is not available from the application blank or interview. They help in matching the characteristics of individuals with the vacant jobs so as to employ right type of personnel. These days psychological and other tests are becoming increasing popular, as a part of the selection process. The following types of tests have gained popularity in industry these days. (a) Intelligence tests. (b) Achievement tests. (c) Aptitude tests. (d) Personality tests.

(5) Group Discussion : The technique of group discussion is used in order to secure further information regarding the suitability of the candidate for the job. The candidates in the group are required to analyse, discuss, find alternative solutions and select the sound solution. A selection panel then observes the candidates in the areas of initiating the discussion, explaining the problem, soliciting unrevealing information based on the given information and using common sense. The selection panel based on its observation judges the candidates' skill and ability and ranks them according to their merit.

(6) Employment Interview : Interview may be used to secure more information about the candidates. The main purpose of an employment interview are: (a) to find out the suitability of the candidate, (b) to seek more information about the candidate and (c) to give the candidate an accurate picture of the Job with details of terms and conditions and some idea of organisation policies and employeremployee relation.

(7) Checking References : An applicant may be asked in the application blank to supply two types' of references: (a) Character reference and (b) experience reference. The references may be requested- to provide information regarding behaviour of the applicant.

 (8) Medical Examination : After a candidate has cleared the above hurdles he is asked to go through a medical examination by a panel of doctors appointed by employer for this purpose. According to Dale Yoder, "Physical examination should disclose the physical characteristics of the individual. it is important from the point of his efficient performance of the job he may enter or of those jobs to which he may reasonably expect to be transferred or promoted."

(9) Appointment Letter and Placement : The last stage in the selection procedure is the issue of an appointment letter to the candidate who has been found fit for the job. Initially the candidate may be appointed on a probation of six months or more. (10) Induction : The newcomer is not familiar with the work surroundings and work. It is, therefore, necessary for every organisation to spend at least a day or two on the proper induction of the worker to his job however unskilled the job might be.

 (1) It means searching for sources of labour and stimulating people to apply for jobs. (2) It is a positive process. (3) It creates a large pool applicants for jobs. (4) It is a simple process. It involves contacting the various sources of labour.

Recruitment V/S Selection

Selection
(1) It is a negative process as it involves rejection of unsuitable candidates. (2) It leads to screening out unsuitable candidates. (3) It is a complex and timeconsuming process. (4) The candidates have to clear a number of hurdles before they are selected for jobs.