Question

Explain any five steps generally involved in the selection of employees. 

Elucidate the selection procedure for a vacancy in an organisation. 

Explain Selection interview as a step in the selection procedure. 

Explain Checking References as a step in the selection procedure. 

Answer 1

1. Preliminary Interview: Preliminary interview is the first occasion when candidates come into contact with the company's officials. The job-seekers are received by the receptionist or some other official who conducts a brief interview of the candidates to determine whether it is worthwhile for the candidate to fill up the application form. The purpose of preliminary interview is to ascertain the minimum qualification, experience, age, etc., of candidates. The candidates who are obviously unfit for the job are rejected.
2. Application Form: Collect detailed information about the candidates' backgrounds, including education, work experience, and skills who succeeded in preliminary interview. 
3. Employment Tests: Tests are becoming popular in employee selection. These tests are based on the assumption that work behaviour of a person can be predicted by sampling it. There are several types of tests and the right type of tests should be used. Tests are more useful for identifying unsuitable candidates than for selecting appropriate candidates.
4. Selection Interview: An interview is a purposeful exchange of ideas and information between two or more persons. Interview serves as a means of checking the information obtained through application form and tests. It also provides an opportunity to the candidate to get information about the job and the company. Managers can judge the personality, communication skills and suitability of the candidate through face-to-face contact. Selection interview should be conducted in an atmosphere which is free from noise, disturbance and interruption.
5. Checking References: Contact prior employers or references provided by the candidates to confirm their employment history, skills, and character. Verify candidates' personal information, criminal records, credit histories, and other essential factors to confirm their honesty and dependability.
6. Medical Examination: A physical examination of the candidates is necessary to ensure that they are physically fit for the job. Such an examination also helps to protect the employer against the risk of claims for compensation from individuals who already suffer from disabilities and diseases. Medical examination should record a complete medical history, current physical capabilities and nature of disabilities, if any. However, it should not be used unfairly to reject an otherwise suitable candidate. 
7. Final Approval: Evaluate all the gathered information to make a final decision on the most suitable candidates. Extend job offers to the selected candidates, outlining the terms and conditions of employment.