Briefly discuss the steps in a selection Procedure
Posted by Ripon Abu Hasnat on Wednesday, May 28, 2014 | 0 comments
A selection process
involves a number of steps. A standard selection process has the following
steps; Receiving application form, screening of application forms, selection
tests, interview, checking of references, physical examination, approval by
appropriate authority and placement. Below is a discussion of the various
steps.
1. Receiving Application
Form
The first step in the
selection of candidates is to receive application forms from all eligible
candidates. The candidates may be asked to submit their applications together
with their bio data on a plain paper. Sometimes, the organization itself may
make available printed applications. These applications may be given either free
of cost or for a fee payable by the applicants. Those living in distant places
may secure the application by post by sending a self-addressed and stamped
envelope. Now-a-days the candidates can submit their application through
online.
2. Screening of
Applications
Prospective employees
have to fill up some sort of application forms. These forms have variety of
information about the applicants like their personal bio-data, achievement,
experience, etc., Such information is used to screen the applicants who are
found to be qualified for the consideration of employment. The information may
also be used to keep permanent records of those persons who are selected. Based
on the screening of applications, only those candidates are called for further
process of selection that is found to be meeting the job standards of the
organization.
3. Selection Tests
Many organizations hold
different kinds of selection tests to know more about the candidates or to
reject the candidates who cannot be called for interview, etc., Selection tests
normally supplement the information provided in the application forms.
Selection tests may give information about their aptitude, interest,
personality, etc., which cannot be known by application form.
4. Interview
Selection tests are
normally followed by personal interview of the candidates. The basic idea here
is to find out overall suitability of candidates for the jobs. It also provides
opportunity to give relevant information about the organization to the
candidates. In many cases, interview of preliminary nature can be conducted
before the selection tests.
5. Checking of
References
Many organizations ask
the candidates to provide the names of referees from whom more information
about the candidates can be solicited. Such information may be related to
character, working, etc., the usual referees may be previous employers, persons
associated with the educational institutions from where the candidates have
received education, or other persons of prominence who may be aware of the candidates’
behavior and ability.
6. Physical Examination
Physical examination is
carried out to ascertain the physical standards and fitness of prospective
employees.
7. Approval by
Appropriate Authority
On the basis of the
above steps, suitable candidates are recommended for selection by the selection
committee or personnel department.
8. Placement
After all the
formalities are completed, the candidates are placed on their jobs initially on
probation basis. The probation period may range from six months to two years.
During this period, they are observed keenly, and when they complete this
period successfully, they become the permanent employees of the organization.
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