Selection Process

What is Selection Process?

Selection pursues the enrollment procedure and its point is to choose from a gathering of candidates the person who are fit best for a specific position. Selection along these lines satisfactorily coordinates the activity candidate with the activity necessities. The Selection procedure for the most part starts by checking on the applications got through the company's recruitment endeavors. As on account of recruitment, the means in the selection procedure are consecutive in nature.

Common sequential steps in the Selection process

According to the (Thebe & Waldt, 2014),

“Step 1: Reception and initial screening interview

Step 2: Application form

Step 3: In-depth selection interview

Step 4: Background and reference checking

Step 5: Medical examination and physical pre-employment testing

Step 6: Assessment centers

Step 7: Make a final hiring decision

Step 8: Final decision and make a fair job offer Table 3 below illustrates the combined sequential steps in the recruitment and selection process. This combined perspective is necessary to populate the comprehensive-process model for recruitment and selection”.

The selection procedure can be considered as the procedure of selection and shortlisting of the correct applicants with the important capabilities and range of abilities to fill the opportunities in a company. The selection procedure differs from business to business, organization to organization and even among divisions of a similar organization.  (Toppr, 2019)

Steps of a Selection Process According to Business Jargon,

Preliminary Interview:

The preliminary interview is also called as a screening interview wherein those candidates are eliminated from the further selection process who do not meet the minimum eligibility criteria as required by the organization.

Receiving Applications:

Once the individual qualifies the preliminary interview he is required to fill in the application form in the prescribed format. This application contains the candidate data such as age, qualification, experience, etc.

Screening Applications:

When the applications are acknowledged, these are screened by the screening council, who at that point set up a list of those candidates whom they find reasonable for the meetings. The shortlisting criteria could be the age, sex, capability, experience of a person. When the list is readied, the certified competitors are required the meeting either through an enlisted mail or messages.

Employment Tests:

To check the psychological capacity and range of abilities of an individual, a few tests are led. For example, knowledge tests, bent tests, intrigue tests, mental tests, character tests, and so on.

Employment Interview:

The one on one session with the applicant is led to acquire bits of knowledge about him. Here, the questioner poses inquiries from the candidate to find progressively about him and to give him the exact image of the sort of an occupation he is required to perform. (Jargons, 2019)

References

Jargons, B., 2019. Business Jargond. [Online]
Available at: https://businessjargons.com/selection-process.html
[Accessed 14th June 2019].

Thebe, T. P. & Waldt, G. V. d., 2014. A Recruitment and Selection Process Model: The case of the Department of Justice and Constitutional Development.. Academia, 22(3), pp. 1-31.

Toppr, 2019. Toppr. [Online] 

Available at: https://www.toppr.com/guides/business-management-and-entrepreneurship/human-resource-management/selection-process/
[Accessed 13th June 2019].