Steps in Selection Procedures (Employee Selection Process)

 Employee selection can be defined as a process of choosing the right person for the right job. It is the procedure of matching organizational requirements with the skills and qualifications of people (candidate). The process of selection is different in different companies.  It can be different from one job to another as well. Despite that complexity, a general procedure of selection can be framed. The process of selection   (with its sequential steps) can be explained with the help of following diagram. 

There are nine basic steps in the model. Short descriptions of them are given below:

a. Reception of applicants: Information related to the job and about that company is disseminated to the concerned applicants in this step. This step is less common among small and medium sized enterprises in Nepal. In it , the applicant observes the office and determines whether to drop the applications or not. 

b. Preliminary interview : The more non-selective the recruitment program,  the more likely it is that a preliminary interview ill be required. This initial interview is usually quite short and has its objective the elimination  of the  obviously unqualified. The more obvious facts and impressions are  generally  obtained in an initial interview. Appearance and fluency in speech are quickly evaluated. Applications are asked why they are applying for a job with particular organization. Salary requirements are ascertained. If the applicant appears to have some change of qualifying for existing job openings he or she is given the application form to complete. This step is also less common in Nepalese government and semi-government offices due to legal restrictions. 

c. Application blank (form) : The application form is used to obtain information (in the applications own hand-writing) sufficient to identify him  properly (name, address, telephone number, gender, age, height, weight, education, etc.). It also helps to make tentative guess regarding candidate's suitability for employment. Primarily the choice of questions on the form should be valid predictors of employment success or failure. Unnecessary questions should not appear in the form. 

d. Selection tests: Different selection tests are adopted by different  organizations depending upon their requirements. In recent years selection tests (which  are usually constructed by industrial psychologists) have become a well accepted part of the selection procedure. They are basically used by the majority of medium and large sized companies. For further details also see " Selection tests" topic discussed in the  book. 

e. Main employment office  interview: The candidate who have successful cleared the selection tests are called for an interview. Despite the impressive development of selection tests, the interview remains the single most important tool in the hiring program. The interviewer is in the unique position of being able to evaluate information obtained from the application form. The interviewer can integrate information obtained from previous steps with his own impressions and observations. This interview helps to reach a decision regarding  the suitability of the applicant for employment. 

f. Investigation of applicant's background:  An investigation into a suitable candidate's background is very often overlooked by many organizations. Previous employer and school officials can often provide valuable information into the applicant's personality and behavior. It is believed that the best guide to what a person will do in the future is what he has done in the past. There exist 4 major categories of background investigation sources. They are (i) school and college officials,  (ii) previous employers,  (iii) character references supplied by the applicants, and (iv) other sources, such as neighbors of the applicants, police records and so on. 

g. Final selection interview (by manager or supervisor):  Line or operating management plays a key role in an employment (hiring) program. Not only does the line manager/supervisor make the initial decision to add someone to the payroll, but he also conducts the final selection interview. In executing the HR departments screening functions, the emphasis is more on formal qualifications and general suitability.  Here, the emphasis tends to switch toward more job oriented worker characteristics such as training and relevant past experience.

h. Medical examination:  The medical examination is an employment step found in most business. It can differ from a very comprehensive examination to a simple check of general appearance and well-being. In the hiring procedure the physical examination has at least three basic objectives: (i) First, it serves to determine the applicants physical capabilities (2) the second objective is to protect the company against unwarranted  claims under workers' compensation law, and (3) a final objective is to prevent communicable diseases from entering the organization. 

i. Induction or orientation:   If the physical examination has been passed successfully, the employee is hired. The medical examination is the last step at which a rejection can be made. Thus, it is the actual end of the selection process. However, the induction function, is also generally considered to be a part of hiring procedures. It is concerned with the problem of introducing or orienting a new employee to the organization.