It includes items dealing with the previous work and life -history of the applicant. In this technique, candidates are brought together for informal discussion on some subject or case-study and they are observed and evaluated by the selectors. Employment tests are widely used for judging the applicant’s suitability for the j ob. Selection process has several steps which are as follows: 1. Pre-employment testing can help ensure alignment between the employee selection process and desired outcomes such as lower turnover, increased sales, higher retention rates and satisfied customers. X-ray examination of chest and other parts of the body. It is extremely unlikely that anyone is hired now a days without being subjected to a personal interview. They are given a particular problem (or a little case study) and asked to reach a decision through discussion within a certain time. Those who are physically unfit are rejected. – An ideal answer may be given the rating of 5 on a 5 point scale whereas, an average answer 3 marks and a poor one just 0 mark. 6. 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. These ought to give some indication of the emotional and personality characteristics of the applicant, which may have some bearing on eventual job adjustment. Every candidate has to pass through several hurdles before he/she can get selected for job. These tests are used to measure a person’s capacity for reasoning and comprehension in terms of his memory, mental alertness, vocabulary, and grasping capacity. Most of the referees are reluctant to give an unfavourable opinion about the candidate as they want to avoid unpleasantness. Regardless of what other selection techniques are used, every prospective employer seems to want the chance to meet a job candidate in person. From the application blank, four types of information can be gathered: First, one can make judgements on sustentative matters, such as “does the applicant have the education and experience to do the job?”. Main steps of selection process adopted by large organisations are as under: First of all, the applications received during recruitment process are scrutinised. These tests check a person’s motivational level, emotions, integrity, sympathy, sensitivity etc. HR policy which includes recruitment and selection (Republic of South Africa 2007:70). Usually, candidates who get over one or more successive preliminary hurdles in the selection process and are found suitable for specific jobs, are not rejected on physical grounds unless the individual is suffering from contagious or incurable diseases or any complex emotional problem. Firstly, to ensure that the candidate is physically fit for the job. The design and details of the application blanks differ widely from one organization to another and even within one organization there may be different forms for different levels in the hierarchy. The assumption behind this test is that a more intelligent person can learn work quickly and easily and the organisation does not spend much on his training. v. Clinical examination – eyes, ears, nose, throat and teeth. Although blue-collar and . (iii) It prevents the employment of those who suffer from some type of contagious diseases. Attempts may be made to make personal visits and telephone calls to procure objective responses. This difference is made clear with the help of psychological tests. Before a physical examination is made, candidate has to be assured that his health information will be kept strictly confidential and this will help both the applicants and the organization rather than to spy out weaknesses. Despite the diversity, all application blanks essentially provide the following type of information: (i) Identifying Information relating to aspects such as age, sex, height and weight, name, address, telephone number etc. Blank Application 3. In different organisations different selection processes are adopted. Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. It seeks to establish a positive relationship between the employer and the employee and motivate the prospective employees to accept the offer of appointment with the company. Sound Hiring decisions. Generally the medical examination is both general and thorough. Weighted Application Blanks are designed to serve as highly effective screening out device. Preliminary interviews aims at further qualifying or disqualifying candidates who may be inquired whether the working hours, wages, working conditions, etc., were agreeable. Privacy Policy 9. 2. If he does not fit into the organisational structure (because of lack of requisite qualifications, physical disability, weak sight, or poor physique), he is eliminated at the preliminary stage. ADVERTISEMENTS: Personnel Policies: Objectives, Principles, Sources and Other Information! Sometimes, when a management wants to appoint an existing employee to a higher position, it may ask him to submit his necessary bio-data for consideration at the time of selection or interview. A physical examination serves the following purposes: (i) It gives an indication regarding fitness of a candidate for the job concerned. If a candidate is found suitable, an application blank, is given to him to fill in and submit. Everything you need to know about the selection process in human resource management. The main objective of such interviews is to screen out undesirable/unqualified candidates at the very outset. V. Personal Items- Association memberships, of NCC or NSS, extracurricular activities, sports, hobbies, and any other pertinent information supporting a candidate’s suitability for a post. Intuitively, it would be expected that many questions on the application blank should be related to job success. Checks on references are made by mail or by telephone, and occasionally in person, or by using a reference form, which require specific answers. It generally includes verbal comprehen­sion, word fluency, speed of perception, etc. Interest tests identify patterns of interest, that is, areas in which the individual shows special concern, fascination and involvement. These traits in an individual provide the manager with an overall picture of his personality. Used properly as an aid to selection, the application blank can be and sometimes is one of the better selection devices at the disposal of the personnel technician. (x) A neuro psychiatric examination, if necessary on the basis of physician’s observations or previous medical history. The candidate, in turn, shall also be supplied with information about the organization and the job, in particular to motivate him and inform him about the nature of job, policy of the company, rules and regulations of the company, future prospects, salary and other benefits the company can offer. Before forming a balanced opinion, it is necessary to enquire from three to five persons about the conduct of the prospective candidate. Every attempt must be made to put the invited candidates at ease before the initial screening takes place. An employment interview is critical for the selection of the … At this stage the candidate is put to medical examination. For different posts there are different forms because for each post persons of different qualification are required. They indicate where the an­swers of the candidate fall marginally short of bench mark and where they are ideal or good. – Employers conduct interview generally with a panel consisting of tal­ented and skilful interviewers from the company. Every method of selection must be clearly related to performance on the job, and the burden of proof rests on the employing organization. Preliminary interview provides the first opportunity to exchange information about the job, the applicant, and the mutual expectations of the individual and the organization. Such information is related to understanding the character, working approach, behavi­our and confidence about the potential candidates. Notwithstanding these limitations, the application blanks have been proved highly effective in several jobs. Recruitment and Selection Policy ... advice should be sought from the HR Business Partner in advance of formal appointment. 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