Interview planning is essential to effective employment interviews. The employment interview is especially significant because the applicants who reach this stage are considered to be the most promising candidates. Selection testing can be a reliable and accurate means of selecting qualified candidates from a pool of applicants.Īs with all selection procedures, it is important to identify the essential functions of each job and determine the skills needed to perform them.Īn interview is a goal-oriented conversation in which the interviewer and applicant exchange information. Large organizations are likely to have trained specialists to run their testing programs. Tests are used more in the public sector than in the private sector and in medium-sized and large companies than in small companies. The tests measure mental abilities, knowledge, physical abilities, personality, interest, temperament, and other attitudes and behaviors.Įvidence suggests that the use of tests is becoming more prevalent for assessing an applicant’s qualifications and potential for success. Hundreds of tests have been developed to measure various dimensions of behavior. Personnel testing is a valuable way to measure individual characteristics. Application forms are a good way to quickly collect verifiable and fairly accurate historical data from the candidate. The specific type of information may vary from firm to firm and even by job type within an organization. In general terms, the application form gives a job-performance-related synopsis of applicants’ life, skills and accomplishments. This may be as brief as requiring only an applicant’s name, address, and telephone number. The next step in the selection process may involve having the prospective employee complete an application for employment. Companies utilizing expensive selection procedures put more effort into screening to reduce costs.Īpplication Blank is a formal record of an individual’s application for employment. If the screening effort is successful, those applicants that do not meet the minimum required qualifications will not move to the next stage in the selection process. It mainly includes information in the following areas: Personal Resume presented with the job application is considered a source of information that can be used for the initial screening process.
The Purpose of Screening is to decrease the number of applicants being considered for selection. An applicant may obviously be unqualified to fill the advertised position, but be well qualified to work in other open positions. The selection process often begins with an initial screening of applicants to remove individuals who obviously do not meet the position requirements.Īt this stage, a few straight forward questions are asked. Typically selection process consists of the following steps but it is not necessary that all organization go through all these steps as per the requirement of the organization some steps can be skipped while performing the selection process. Several external and internal factors impact the selection process, and the manager must take them into account in making selection decisions. The successful applicant receives a company physical examination and is employed if the results are satisfactory.
#Dale yoder selection definition series#
They progress through a series of selection tests, the employment interview, and reference and background checks. The selection process typically begins with the preliminary interview next, candidates complete the application for employment. The methodology used should not violate any laws regarding personnel selection. The process of selection follows a methodology to collect information about an individual in order to determine if that individual should be employed.
Its impact on the organization is realized when employees achieve years or decades of service to the employer. Personnel Selection is the methodical placement of individuals into jobs.
The process can vary from organization to organization some steps performed and considered important by one organization can be skipped by other organization. This process involves making a judgment -not about the applicant, but about the fit between the applicant and the job by considering knowledge, skills and abilities and other characteristics required to perform the job Selection procedures are not carried out through standard pattern and steps in this. Most managers recognize that employee selection is one of their most difficult, and most important, business decisions.
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