Selection Purpose and Methods free essay sample

Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. | 1. Selection is concerned with picking up the right candidates from a pool of applicants. 2. Selection on the other hand is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates. | Function: Faulty in selection leads to wastage of time, money and spoils the environment of an organisation. Scientific selection and placement of personnel can go a long way stable work force, where it helps to reduce absenteeism and labour turnover at the same time very helpful in increasing the efficiency and productivity of the enterprise (Dessier,2005) There is no standards selection procedure to be used in organisation or for all job. The complexity of selection procedures increases with the level and responsibility of the position to be filled. We will write a custom essay sample on Selection Purpose and Methods or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Therefore, the strategy and method used for selecting employees varies from firm to firm and from on job to another. Preliminary Interview (Screening application): The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. Application Form: It is a traditional and widely used device for collecting information from candidates. 2. Selection Tests: There are various types of tests conducted depending upon the jobs and the company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to udge how well an individual can perform tasks related to the job. 3. Employment Interview: The next step in selection is employment interview. Here interview is a formal and in-depth conversation between applicant’s acceptability. Interview is an essential element of selection and no selection procedure is complete without one or more personal interview, where candidates demonstrates their capabilities and strength in 4. Reference amp; Background Checks: Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it. 5. Medical Examination: It determines whether the candidate is physically fit to perform the job, where those who are physically unfit are rejected. 6. Final Approval: The candidates shortlisted by the department are finally approval by the executive of concerned departments or units. 7. Employment: Job offer Selection methods: * Personality Tests: A selection procedure measure the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Advantages * can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization * can reveal more information about applicants abilities and interests * can identify interpersonal traits that may be needed for certain jobs * Interviews: A selection procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries. Advantages * useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job * interviewer can obtain supplementary information * used to appraise candidates verbal fluency * can assess the applicants job knowledge * Work Sample Tests: Designed to have high content validity through a close relationship with the job. Work Sample tests are based on the premise that the best predictor of future behavior is observed behavior under similar situations. These tests require the examinee to perform tasks that are similar to those that are performed on the job.