Question

State the various stages in the selection process of workers.

Explain any five steps in the selection process of employees.

Explain the various stages in the selection process of workers.

Answer 1

1. Preliminary Interview: This is essentially to check whether the candidate fulfils the minimum qualifications. The preliminary interview is generally quite brief. It aims to eliminate the totally unsuitable candidates. The job seekers are received at the reception counter of the company. The receptionist or some other official interviews the candidate to determine whether it is worthwhile for the candidate to fill up the application blank. Candidates possessing the minimum qualifications and having some chance of being selected are given the prescribed application form known as application blank.
2. Application Blank: Application form contains columns for name, age, address, education, job experience, etc., of candidates. A variety of application forms are used in practice. The application form should provide all the relevant information about the candidate and yet be brief. Application blank also serves as the basis for framing the questions to be asked during the interview.
3. Selection Tests: After scrutinising the applications, a list of those candidates is prepared who will be tested and interviewed. Tests have become a popular device for screening candidates. These tests are based on the assumption that human traits and work behaviour can be predicted by sampling. Individuals differ in their physical and mental qualities. Various types of tests are used to judge these qualities. Tests are helpful in measuring a candidate's suitability for the job and in establishing standards of job performance.
4. Selection or Final Interview: It involves a face-to-face conversation between the employer and the candidate. The selectors ask job related and general questions. The way in which a candidate responds to the questions is evaluated. The objectives of the interview are:
   1. To cross-check the information obtained through application blank and tests, and
   2. To give an accurate picture of the job and the company.
5. Group Discussion: In an interview, the candidate gets no opportunity to participate and show his leadership ability. Therefore, the interviewer cannot judge the leadership and social make-up of the candidate. Group discussion is a useful means of judging the leadership ability and social traits of candidates. In a group discussion, a problem is given to a small group consisting of 8-10 candidates. Members of the group discuss the problem and interact with one· another.
6. Medical or Physical Examination: Candidates who are found suitable after interview are called for a physical examination. A medical check-up of such candidates is done by a panel of doctors to ensure that they are healthy and physically fit for the job. A proper medical examination will also ensure that the candidates selected do not suffer from any serious disease which may create problem in future.
7. Checking References: Generally, every candidate is required to state in the application form the names and addresses of at least two responsible persons who know him. These persons are contacted in writing or over telephone to collect information about the background, abilities and character of the candidate. However, the references may not give their frank opinion unless a promise is made that all information will be kept strictly confidential. Moreover, information given by them may be biased in favour of the candidate.
8. Final Approval: The candidates who are found suitable after the medical check-up and background investigation are formally appointed by issuing appointment letters to them. They are asked to join duty by the specified date. Generally, the candidates are appointed on probation of one or two years. No selection procedure is foolproof and the best way to judge a person is by observing him working on the job. Candidates who give satisfactory performance during the probationary period are made permanent.
9. Placement: Selected candidates are put up or posted on appropriate jobs. This is called placement. It is the process of assigning specific jobs and work places to the selected candidates. It involves matching the candidate and the job. Proper placement helps to improve work efficiency and satisfaction of employees. While placing the employees, the requirements of both the organisation and the candidates should be taken into consideration.