Employment Selection Process

Employment Selection

• Employee selection is a human resource management process for choosing the right person for the right job.
• Criteria for selection include competencies, experience, and abilities.
• Effective selection is important for maximizing hiring effectiveness.
• Incorrect hires can create significant problems for companies.
• Careful study of applicant suitability is critical.

Selection Process Steps

• Step 1: Application Form: The application form provides initial information about the job seeker to the company. It should include job-related information like work history, background, and experience. False information on the form can cause problems.
• Step 2: Initial Interview (HR Department): This initial interview screens out clearly unqualified candidates based on easily observable characteristics like age, height, and physical condition.
• Step 3: Pre-Employment Testing: Pre-employment tests assess candidates' aptitude and abilities relevant to the job. Different companies use various tests.
• Step 4: Reference/Background Check: This involves confirming the authenticity of applicant information, often through phone calls, checks with previous employers, and educational institutions or online searches. Ensuring accuracy helps prevent hiring unqualified people.
• Step 5: Supervisor/Team Interview: This is a final interview with the department head, following initial screening.
• Step 6: Medical Exam/Drug Test: This step is crucial for ensuring a candidate's physical health, suitability for the task, and preventing legal issues or risks to other employees.
• Step 7: Hiring Decision: The final decision is based on the selection criteria. Focus should be on meeting the required qualifications. Avoid bias.
• Step 8: Job Offer: The job offer is made in writing, if not verbally. It includes details about working conditions, compensation, and culture.
• Types of Pre-Employment Tests:
• Polygraph Test: A test intended to determine truthfulness. Questions focus on drug use, theft, or other criminal activity.
• Honesty/Integrity Test: Designed to assess honesty, dependability, and work ethic. Might ask questions about bad behavior or attitudes towards work.
• Graphology: Analyzes handwriting to understand personality and character.

Interview Types

• Unstructured Interview: Interviewer asks open-ended questions, allowing the applicant to freely answer.
• Structured Interview: Interviewers ask the same pre-determined questions to all applicants. This creates uniformity.
• Panel Interview: Multiple interviewers interview the same applicant.
• Computer/Virtual Interview: Interviews conducted online or via video conferencing.

Job Interview Dos and Don'ts

• DOs: Dress appropriately, be punctual, maintain eye contact, answer questions thoughtfully, be confident, and provide specific examples to support answers. Convey gratitude to interviewer after the session.
• DON'Ts: Don't arrive late, don't chew on anything, don't be rude to the interviewer or organization personnel; don't discuss your family, and don't lie. Also, don't use slang, slang terms may be seen as unprofessional or lacking seriousness. Avoid mentioning negative things about previous employers.

Additional Notes

• Legal considerations are essential in employment interviews. Questions shouldn't be discriminatory or violate any laws.
• Interviewers should be mindful of appropriate questions and avoid asking personal/sensitive questions.
• Interview and employment tests should be directly related to the job and the job requirements/description.

This quiz covers the essential steps in the employee selection process, focusing on how to choose the right candidate for the job. It highlights various criteria such as competencies, experience, and the importance of thorough applicant suitability assessment. The aim is to understand the significance of each step from the application to pre-employment testing.