human resource management unit xii

7/30/2019 Human Resource Management unit XII

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UNIT 7

SelectionThe previous chapter dealt with recruitment. Once a decision is taken on the

source of recruitment whether it is internal or external, the next step is to proceed

with the selection process.

Definition

According to Dale Yoder, Selection is the process in which candidates for

employment are divided into two classes, those who are to be offered employment and

those who are not to be.

Stages Involved in Selection of Candidates

The process of selection of candidates for the jobs involves the following stages:

1. Receiving Application Forms

2. Scrutiny

3. Preliminary Interview

4. Tests

5. Final Interview

6. Checking References

7. Medical Examination

8. Appointment

9. Probation

10. Confirmation of Service

Each of these has been explained below:


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Course/Degree Name of School/College Board/University Class obtained

10. proficiency in Sports:

11. Previous Work Experience:

Name of the Employer Nature of Work Period of Word

12. Referred by:

(give the names

and addresses of two

persons who can

certify your candidature)

Declaration: I declare that the particulars given are true to the best of my

knowledge and belief.

Date: SIGNATURE

Figure 9.1 Specimen of an Application Blank

After obtaining the application, the candidate has to carefully fill up all the

particulars and forward it to the employer on or before on or before the stipulated

data.


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Scrutiny

Once the applications have been received from the eligible candidates, the next

step is to scrutinise the same. To scrutinise the application means to check all the

particulars given by the candidates to ensure that they are correct. Those applications

that are incomplete will not be considered. If, from the application, the employer

comes to know that a candidate does not fulfil the eligibility criteria, he may set aside

such an application. Whether or not candidate fulfils the eligibility for the job can be

ensured by checking the following particulars in the application:

(i) Age of the candidate(ii) Sex(iii) The community to which he belongs (if reservation norms are followed)(iv) Educational Qualification, and(v) Experience.

Scrutiny of applications, thus, helps to eliminate those applications whose

applications are incomplete and who do not fulfil the eligibility norms.

Preliminary Interview

All those applications, whose applications have been considered by the

employer, may be called for a preliminary interview. The object of preliminary

interview is to see the candidate personally to ensure whether he is physically and

mentally suitable for the job. During the preliminary interview the employer may ask

the candidate certain basic questions about his educational qualification, pervious

work experience, areas of interest, etc. It gives the employers an opportunity to talkthe candidate directly and judge his ability to put forth his ideas.

Candidates, who are found to be unsuitable by the employer, may not be

considered for appointment. Such of those candidates who are successful in the

preliminary interview may be called for certain tests.


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Tests

A test is a sample measurement of a candidates ability and interest for the job.

Different types of tests are usually conducted for the purpose. These are:

(i) Aptitude Test(ii) Intelligence Test(iii) Proficiency Test(iv) Interest Test and(v) Personality Test

These various tests have been explained below:

DIFFERENT TYPES OF TESTS

Aptitude Test

An aptitude test is conducted to know whether the candidate has the potentials

to learn the skill necessary to the work to be assigned to him. A candidate who is going

to be employed as a salesman cannot be judged by his academic achievements. His

potentials will be judged by his ability to communicate effectively and answer

questions.

Intelligence Test

The object of conducting intelligence test is to test the mental capacity of the

candidates. A persons intelligence is measured by what is called Intelligence Quotient

(IQ). The IQ of a person is judged by his ability to answer a certain number ofquestions within a stipulated time.

Proficiency Test

A proficiency test is conducted to measure a persons skill to do his job. For

certain jobs the skill of the individual is more important than his IQ or aptitude. A

typists performance, for example, will be judged by his or her ability to type with

maximum speed and without committing mistakes.


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Interest Test

The purpose of interest test is to measure a candidates interest in a particular

type of work. For example, office work consists of maintenance of records and files,

receiving and sending mail, managing cash, etc. if the candidate shows preference for

records management, he can be considered for such a job. Interest test enables the

employer to assign the job for which the candidate has greater interest so that he can

derive maximum job satisfaction.

Personality Test

Personality test helps to judge the personal traits of a candidate. It brings out

such qualities of an individual as his courage, values, initiative, curiosity,

temperament, judgement, likes and dislikes. Personality test is necessary to select

executives for an organisation.

Characteristics of a Good Test

The following are the essentials of a good test:

1. The test should help to measure what it is intended to measure.2. The test should not produce different results each time it is conducted. It

should produce consistent results. In other words, there should not be a vast

different in the candidates score each time he is subject to the test.

3. The method of conducting the test and measuring performance should be astandardised one.

4. The test should be in tune with the competence level of the candidate to whomit is to be given.

Benefits of Test

The following are the advantages of a test:

1. It helps to measure the suitability of a candidate for a particular job.2. A test further helps to ascertain whether the claims made by the candidate in

respect of his skills, experience, qualification etc., are right.


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2. The interview should start at the right time and there should not be any unduedelay.

3. The physical environment for the interview should be conducive. There shouldnot be unnecessary interruption of any kind during the interview. Theinterview hall must have proper lighting and ventilation.

4. The interviewer must maintain a proper record of the credentials of all theinterviewees.

5. Generally, the interviewees appear tensed up. The interviewer may, therefore,do his mite to make them feel at home. This he cab do by beginning the

conversation informally.

6. The questions asked by the interviewer must be relevant. Unnecessary andunwanted questions should be avoided. The candidate must have the

conviction, from the questions asked, that the interviewer is genuinely

interested in selecting the deserving candidates.

7. The interviewer must listen to the answers given by the candidate with raptattention. He must not interrupt every now and then by his remarks.

8. The interviewer can record his remarks on the performance of the candidatesand as each candidate leaves the hall after the interviewer, the interviewer must

record his impressions immediately.

9. The interviewer must utilise the opportunity to build a good rapport betweenthe candidates and the organisation although not all the candidates may get

selected. The candidate must be happy that he has attended the interview.

Types of Interview

Interview may be of different types as given below:

(i) structure Interview(ii) Unstructured interviewer(iii) Depth Interview(iv) Stress interview(v) Board Interview and(vi) Group Interview


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Let us now discuss each one.

Structure Interview

In a structure interview the interviewer has a list of questions with answersprepared well in advance. The candidates interviewed are asked questions only from

the prepared list. Marks may be awarded to the candidates based on the answers they

give and thereby their suitability for the job may be assessed.

Unstructured Interviewed

In this case the interviewer does not keep any list f questions. He can ask any

question that he thinks is relevant and see how the interviewee responds. Sometimesfor, the interviewer may ask the candidate to express his views on the job he has

applied for the he did earlier, the organisations he serve earlier, the present

organisation and so on. The interviewer, in this kind of an interviews patient listener.

He does not interrupt the interviewee nor does he dive his opinions on what is stated.

Depth Interview

As the very name suggest depth interview attempts to know the in-depth

knowledge of the candidate in his chosen field of activity. This type of interview is

necessary where the candidates are expected to be experts in performing the job to be

assigned to them. For example, a person who is going to be appointed as the office

manager must be well versed in all aspects of office work. Similarly, a person who is

going to be employed as the labour welfare officer must be sound n labour laws,

human relations and so on.

Stress Interview

This kind of interview is necessary to select candidates for job that require

tremendous amount of patience, the capacity to overcome resistance or protest and

the mental courage to overcome stress and strain. Candidates, who are interviewed for

such jobs as those of sales representatives, receptionists, public relations officers etc.,

need to be subjected to a stress interview.


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In a stress interview the interviewer ma react sharply to the views of the

candidate, criticise him or even try to provoke him. This he does deliberately to see

whether the candidates exercise patience and is able to overcome resistance or protest.

If the candidate fails to perform to the expected level, he may not be considered forthe post.

Board or Interview:

In this kind of an interview the candidate is interviewed simultaneously by a

panel of experts. Such an interview is necessary where the employer desires the

assessment of the candidate by a group or a team of experts is required. Each member

of the board or panel may ask questions from certain specific areas. One interviewer

may ask questions pertaining to the candidates field of work, another person

regarding his interests and so on. The selection of the candidate will depend on the

assessment of all the board members.

Group Interview

In this case a group of candidates will be interviewed simultaneously. Such an

approach is normally used for the selection of management trainers. A practical

problem is given to them and each one is asked to discuss it to find a solution. The

performance of each individual in the group discussion will decide whether he will be

selected or not.

On completion of interviewprocess, the employer will have a list of

provisionally selected candidates. The final selection is done only after checking

references and subjecting the candidates to medical examination.

Checking References

The candidate would have alreadybeen required to mention in his application

the names and addresses of a few persons known to him. At this stage the employer

may contact such persons and get information regarding the conduct and character of

the candidate.


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Medical Examination

It is important that a person selected for a job must also be medically fit to

perform it. The candidate, therefore, will be asked to undergo medical examination to

prove his/her physical fitness. A report on his/her eyesight, height, weight and a

certificate on his/her physical fitness from a doctor may have to be submitted to the

employer

Appointment

If the employer is satisfied with the medical reports of the candidate, he may

appoint him in his concern. The candidate is then given the appointment order. The

appointment order states the date of appointment, the nature of the job, the salary

and other allowances payable, the period of probation etc. On receiving the

appointment order the candidate has to report for duty.

Probation

Probation is the initial testing period of the candidate during which his

performance will be watched. The period of probation may vary from organisation to

organization. In certain organisation it may be 6 months while in others it may extend

upto 2 years.

Confirmation of Service

Only on successful completion of the period of probation the candidates

appointment will be confirmed. It is only after getting the confirmation order the

candidate becomes eligible to contribute to provident fund and such other schemes.

Some concerns pay only consolidated pay to the candidate during his or

probation. He will be put on scale of pay only on completing his probation. The scale

of pay shows the break ups of an employees salary, i.e., his Basic Pay Dearness

Allowance payable.

A candidate who has not performed satisfactorily during the period of

probation will not be retained. He will be issued the termination order.

human resource management unit xii

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