• July 19th, 2016
  • Posted by athanne

Steps for Effective Selection Process

300x250 animated Steps for Effective Selection Process

Steps for Effective Selection Process are the process of choosing the most the potential candidate from the pool developed during the recruitment process. It aims at sorting out the less potential so as to end with the most suitable candidates who can meet the organization requirements. Our earlier article in Business Training in Kenya has more.

The following things should also be taken into consideration in Steps for Effective Selection Process;

  • company policy
  • availability of money devoted to selection
  • level and complexity of the job
  • possible consequences of poor selection
  • number of applicants
    • Shortlisting of candidates and inviting them for interview.
    • Preliminary interview.
    • Filling of application forms.
    • Actual interview.
    • Selection tests.
    • Investigating the candidate’s background.
    • Medical examination.
    • Appointment.

Model Procedure for Steps for Effective Selection Process

Shortlisting of candidates and inviting them for interview

The first of the Steps for Effective Selection Process is shortlisting of candidates and inviting them for interview. It is done to determine those who meet the minimum requirements for the job.  It involves compiling the received applications against job specification.

 Steps for Effective Selection ProcessPreliminary interview as one of the Steps for Effective Selection Process

Preliminary interview is one of the Steps for Effective Selection Process. It may be done by Human Resource manager with assistance of a section head. The main aim is to confirm the accuracy of the information. It is also a forum where the candidates are informed about the nature of the job.

Filling of application forms

This is one of the Steps for Effective Selection Process. These are forms used to briefly summarize the candidate’s information e.g. name, contact, education background, marital status, experiences, gender, etc. These forms save the selection team time that could be spent going through the application. This forms a framework around which the interview is build. The form will keep as a record of the employee’s background.

Actual interview

Actual interview is one of the Steps for Effective Selection Process. Another step of selection process is actual interview. It is a direct confrontation between the interviewer and interviewee. It serves as an attempt to secure maximum amount of information from the candidate to determine suitability for the job.

Types of interviews

  • Structure interview (pattered)- involves advance preparation of the questions to be asked and info to be sort from the candidate. Also outline how the interview should be conducted and how much time to be allocated to each candidate.
  • Unstructured (free) interview- relatively unplanned interview where the panel asks general questions and the candidates can answer them for a relatively longer time.
  • Stress interview- the panel assumes a hostile role towards the applicant and by asking questions and making comments which are likely to annoy or frustrate the candidate.
  • Semi – structured interview- where the questions on key areas are prepared in advance but it allows free discussion i.e. doesn’t follow a strict pattern and is not so free.
  • Group discussion interview- where a group rather than individuals are interviewed. The group is given a case analysis to handle and make decisions within a given time frame. The objective is to see how individuals perform in a particular task situation.

Selection tests

This is another of the Steps for Effective Selection Process. These tests are carried out on candidates successful in the previous stages. The types of tests carried out include:

Intelligence or aptitude tests- designed to measure the potential talent and abilities to learn given proper training. They are used where the candidates are inexperienced and untrained. There are two types of intelligence tests;

General mental ability- tests mental capacity, memory, speed of thinking, etc.

Special aptitude measures special abilities, talents and skills on a particular subject area. They are some of the Steps for Effective Selection Process.

Achievement tests are used on experienced employees. Tries to measure the knowledge of the job and confidence of employee doing the job

Personality tests are aimed at measuring non intellectual characteristics that affects performance e.g. values, emotions, maturity, motivation.

Vocational tests are used as one of the Steps for Effective Selection Process. They are  tests the candidates likes and dislikes in relation to the job i.e. recreational activities, hobbies, etc. this helps to identify interest that may help one develop a career and to access if such a career is within the organization.

In basket tests are in tray and out tray in office.

Leadership group discussion gives a group base.

Situational tests are tests the ability to cope with situations or conditions on the job. Are normally conducted on a real job situation. There are two types:

In basket tests- used to test the administration abilities of the candidate by giving him or her in basket of documents. The candidate will be provided with info on the org and be asked to handle them in the most appropriate way.

Leaders’ group discussion is into the Steps for Effective Selection Process. They are used to test the supervision qualities of an applicant. The group is put together and given a problem to solve so as to identify individuals with most constructive ideas, who are most influential over others and those with the best communication skills.

Investigate the candidate’s background

This is one of the Steps for Effective Selection Process. This involves seeking information about the candidates past that might have influence on his present or future. The main purpose is to get independent info on the candidates working ability co-operation, in dependability, innovativeness, creativity. The main sources of such information include schools and colleges, referees provided by candidate, previous employers, government administration, religious leaders and any other person who knows the candidate well.

Medical examinations

Medical Examinations are one of the Steps for Effective Selection Process. This is conducted to determine the suitability of the candidate on the basis of medical and physical fitness. It will also reveal any medical complications that may require treatment and will enable the organization to develop a medical history for the employee.

Appointment

The appropriate candidate is selected and appointed after these series of Steps for Effective Selection Process

Conclusion on the Steps for Effective Selection Process

The Steps for Effective Selection Process include; Shortlisting of candidates and inviting them for interview, Preliminary interview, Filling of application forms, Actual interview, Selection tests, Investigating the candidate’s background, Medical examination and Appointment. And thus above are the Steps for Effective Selection Process

 

 

 

 

 

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