Employee Selection


·        Selection


The aim of selection is to predict the suitability of candidates’ ability to play their role successfully.it involves deciding on the degree to which the characteristics of applicants in terms of their competencies, experience, qualification, education & training match the person specification (Armstrong, 2009). Based on this results recruiter can decide between candidates, to make this decision recruiters use selection methods consists of application forms, interviews, and references. To these should be added selection test & assessment center (Michael Armstrong Stephen Taylor, 2014).

According to Putti (2015) the labor market creates with all those who can work. Through recruitment process, recruiters are assessing all minimum requirements & filtered candidates those who fulfil minimum requirements. The next stage in the filtration process is the selection.in selection process organization use various tools & steps to identify the most suitable candidates. Through selection process organization can’t identify suitable person immediately. Selection process, because at each step information may be revealed which will cause the candidate to be rejected (Putti,2015).

·        According to Putti (2015), the sequential selection processes

Preliminary screening or interview

Well-designed application form

Various types of testing, reflecting the needs

Face to face structured or unstructured interview

Reference check for verification purpose

Meeting with the future department head

Physical examination

Induction process

Some kind of training, If needed

Actual placement of the job

 

Mondy (2005) identified selection as the process of choosing from a group of applicants those individuals best suited for a particular position in an organization. Recruitment team of an organization always try build strong connection with external party. Then only they can attract people who have diversified knowledge skills and abilities.  Simply organization can attract large number of candidates, but the issue is its hard to select right person at the right time. Sometimes over supplied of unskilled applicants it can be assumed that employers would be very careful before selecting any applicants (Nzukuma & Bussin, 2011).

·        Selection Testing

Basically, through selection testing company can get good predictions regarding candidates. Selection testing provides information which can categorized norms of candidates. Hence it is easy to find out the best suitable candidates from the test results.  Final test results should be matched with the company’s requirements (Armstrong, 2009).

The test should be reliable and measures the same thing and test should valid in the sense that it measures characteristic the test is intended to measure (Armstrong, 2012).

·        Selection Methods

1.      Interviewing

This is the most common method in selection. An interview normally conducts face to face discussions. This provides the best opportunity for the establishment of close contact, rapport building and able to acquire the required information whether the candidate is suitable for the position or not.  There are two types of interviews. Those are structed and unstructured interviews. A structured interview is one based on a defined framework. Unstructured interviews are essentially a general discussion during which the interviewer asks few questions which are not planned. (Armstrong, 2012).

       

2.      Intelligence tests

These measures personal abilities of candidates. Mainly concern about general intelligence.  Another word of intelligence test is general mental abilities – GMA test. (Armstrong, 2012).

 

3.      Ability Tests

Basically, measures what people can know or doing. (Verbal reasoning, Numerical reasoning, Spatial reasoning, Mechanical reasoning) (Armstrong, 2012).

 

Eg:  Peoples Leasing and Finance PLC is using verbal reasoning question papers to select Management Trainees and IT specialists and candidates should provide answers within limited time.

Other than that, as a selection test company is using test to measure data interpretation and logical thinking ability of Branch Managers and Marketing executives by using different numerical and spatial tests.

 

4.      Personality test

Through personality test company can measure candidates’ behavior, attitudes, and norms. In selection attitudes are one of the most important criteria. Hence personality plays vital role as a selection method. (Armstrong, 2012).

 

References

Amstrong Stephen Taylor, 2014. Handbook of Human Resource Management Practices. 15th ed. Londan: Kogan Page.

Armstrong, M., 2012. Handbook of Human Resource Management Practice. 12th ed. Londan: Kogan Page.

Nzukuma , Bassin, 2011. Job hopping among African Black Senior Management in South Africa. SA Journal of Human Resource Management.

Putti, 2015. Human Resourse Management. 1st ed. New Delhi: Laxmi Publication.

 

  

Comments

  1. Krishan Deepth Namal GamuwageMay 4, 2022 at 3:01 AM

    Well, Sadeepa. I have to tell selection should be combined with recruitment. The recruitment and selection process is concerned with identifying, attracting, and choosing the suitable person to meet the organization's human resource requirements (Anderson, 2001).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 8:32 AM

      Agree with your statement. Moreover, the selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Linge & Kiruri, 2013).

      Delete
  2. Theekshana KariyawasamMay 5, 2022 at 4:03 AM

    Selection is the process of selecting persons with the appropriate qualifications to fill roles in an organization. Selection entails a lot more than just picking the finest candidate. It's an attempt to strike a delicate balance between the candidates' abilities and ambitions, and the company's expectations (Kumari , 2012).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 8:35 AM

      Exactly. In addition to that, Selection is the process of picking or choosing the right candidate, who is most suitable for the job. It is the process of interviewing the candidates and evaluating their qualities, which are necessary for a specific job and then selection of the candidates is made for the right positions (Buckley, 2008).

      Delete
  3. Pagoda Wijesinghe Arachchige Dona Ruwini Poornima WijesingheMay 6, 2022 at 9:47 AM

    In the study of Campbell (2012) He states an interesting point that is, employees that were selected through more aligned channels to the employment or organization may simply have better judgment or invest more effort in acquiring local knowledge to be used at decision environments. Such employees may invest more in learning about the organization and the resources available to them in carrying out their work. In this way, some employees may be better than others at allocating organizational resources to achieve desired outcomes. Hence this is counted into consideration by many organizations than qualifications, skills and values at the selection process in major coporations.

    Campbell, D., 2012. Employee selection as a control system. Journal of Accounting Research, 50(4), pp.931-966.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 9:01 AM

      Definitely. If organizations are able to evaluate more criterion in their selection process, it will lead to add more value to the organization. Hence high potential employees always enhance competitive advantage.
      The significance of selection is recognized, because it helps in choosing the most suitable and qualified candidates, who can meet the requirements of the jobs within an organization. For meeting the goals and objectives of the organization, it is vital to evaluate the various attributes of each candidate, such as their qualifications, skills, abilities, experiences, personality, nature and overall attitude. The other candidates, who have not found to be suitable to carry out the job duties are eliminated. The organization is required to follow appropriate selection processes, the reason being, if the selection is not carried out in an appropriate manner, then it would impose unfavorable effects upon the organization and loss would be incurred to the employer in terms of money, time, and efforts (Athkan & Riady, 2013).

      Delete
  4. Ravindu MaddumaarachchiMay 6, 2022 at 7:58 PM

    Other than the structured and unstructured interviews, Malik (2018), provided two more types of interviews; semi-structured (Interviewer asks questions based on an outline of specific issues. But they have the freedom to discuss some issues with the candidates to get a clear idea about candidates' knowledge, skills, and attitude.) and stress interview (Applied to examine the way candidates face a negative situation and how to overcome it.) Also, Armstrong and Taylor (2014) stated that intelligence tests, ability tests, personality tests, and aptitude tests are types of psychometric tests that are used to measure the mental fitness of candidates.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 9:28 AM

      Additionally, There are a number methods organizations use to determine if an applicant has the potential to be successful on the job. Selection tests are used to identify applicant skills that cannot be determined in an interview process. Using a variety of testing methods, applicants are rated on aptitude, personality, abilities, honesty and
      motivation. Properly designed selection tests are standardized, reliable and valid in
      predicting an applicant’s success on the job (Myrna Gusdorf, 2008).

      Delete
  5. Usama IqbalMay 7, 2022 at 12:57 AM

    This comment has been removed by the author.

    ReplyDelete
  6. Manuel PragashMay 7, 2022 at 1:13 AM

    Adding to your post, Sekiguchi (2004) discusses about P-O fit and P-J fit in employee selection, these two types of fit are considered to be the most influential in the selection process. P-O fit can be defined as the compatibility between an applicant and broader organizational attributes whereas P-J fit analyses the fit between a job role and a person, both these are important aspects in selection to hire the right person.

    Sekiguchi, T. (2004). Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka keidai ronshu, 54(6), pp.179-196.

    ReplyDelete
  7. SadeepaliyanageMay 13, 2022 at 9:33 AM

    Furthermore, PJ fit relates to vocational interests, that is, job interests, and PO fit relates to an individual’s general needs and interests. PO fit is the answer to the question “Do I fit in this organization?” PO fit is defined as the congruence between the value system of the individual and the culture and value system of the organization (Bretz et al. 1989).

    ReplyDelete
  8. RIFKY AMMMay 13, 2022 at 12:38 PM

    Russell, S. and Brannan, M.J., (2016) argue that selection is related to
    brand-specific HR initiatives in that candidates are selected on the basis of them being
    able to demonstrate behaviors and attitudes that are concurrent with espoused
    organizational brand-based values.

    ReplyDelete

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