Selection Process Definition
The selection process can be defined as shortlisting the right candidates with the required qualifications to fill the vacancies in an organization. The process varies from company to company hence need to be understood what type of process suits accordingly.
The Selection Process is quite a lengthy and complex process as it involves a series of steps before making a final decision. To know more about the selection process of an organization, read the article below.
Selection Process Meaning
The selection process refers to selecting the right candidate with the required qualifications and capabilities to fill the vacancy in the organization. The selection process is quite a lengthy one and also complex. It involves a series of steps before the final selection. The procedure of selecting the employees may vary from industry to industry according to their own needs. Every organization designs their selection process while keeping in mind the urgency of hiring the people and the requisites for the vacancy of the job.
Recruitment and Selection
Recruitment is the process where the potential applicants are searched for and are encouraged to apply for a vacancy. While the selection is the process of hiring the employees from the shortlisted candidates and providing them with a job in the organization. The success of any organization depends on its employees because when an employee is well suited for their job the entire company can enjoy the benefits of their success. Recruitment and selection help organizations to choose the right candidates for the right positions in the business.
Steps in Selection Process
Popularly there are seven stages in the process of selection :
Application – After the job opening has been announced, the candidates apply for the respective jobs which suit them.
Screening and Pre-selection – The goal of this second phase is to reduce the number of candidates from a large group to a manageable group of between 3-10 people that can be interviewed in person. The selection is based on their selection technique and according to the company’s needs.
Interview – The interview gives insight into a person’s verbal accuracy and how sociable they are. This also provides the opportunity to ask the candidate job-related queries.
Assessment-The full assessment usually is more accurate as this helps the organization to check the candidate well. Assessments include work sample tests, integrity tests, and related job knowledge tests.
Reference And Background Check- An essential step is the reference check, which is to confirm about the candidate. The candidates are asked to give references and he follows up on these.
Decision- The next step is to decide to choose the correct candidate who promises the greatest future potentiality for the organization.
Job Offer and Contract – After the decision-making process, the candidate needs to accept the offer which is known as the contract.
Types of Selection Process
Selection types differ according to different types of organizations. The types of the selection process are -
Application forms and CVs
Online screening and shortlisting
Interviews
Psychometric testing
Ability and aptitude tests
Personality profiling
Presentations
Group exercises
Assessment centers
References
Importance of Selection
Selection is an important facet for the organization, it’s importance can further be summed up as below-
It identifies the right candidates for the company.
Recruiting talented employees can help increase the overall performance of the organization.
Helps in avoiding false negatives and false positives of the candidates.
Above all, the process selection has all the way become more complicated. As the organizations want to hire talented and effective employees, this can create a difference in the interest of the organization, hence the organizations carefully have adopted different methods of recruiting a candidate.
FAQs on Selection Process in HRM: Steps and Significance
1. Why is careful selection important?
Selecting the right employees is very important for the three main reasons: Performance, cost effectiveness, and legal obligations. The performance of a business is dependent on the quality of the employees. Employees are responsible for subordinates within the business. A company's productivity usually benefits from competent employees. Secondly, carefully selecting employees can help in reducing costs. Employing and training new employees can be costly. As a result, the firm cuts costs the more employees it hires after the careful selection process. Using non-partisan methods of gathering information about potential employees during employee testing and interviews will enhance the selection process. Employers can easily choose the best employees by using unbiased tools since all prospective employees are evaluated equally.
2. What is Recruitment?
Recruitment means advertising the job offer. This refers to inviting applicants to apply for the job in the organization. This is rather a wide concept that refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing suitable candidates for job vacancies within an organization. Recruitment can also refer to processes involved in choosing the right individuals for the appropriate roles. In recruiting, you identify, attract, interview, select, hire, and onboard candidates. Essentially, the process involves everything from identifying a staffing need to filling it. In any case, recruitment is usually part of or works in conjunction with HR.
3. What are the types of Recruitment?
The types of recruitment are –
Employer Branding-Rather than talking about the general corporate brand reputation and value proposition to customers, employer brands describe their reputation as the best place to work and their employee value proposition.
Publication
Internal Recruitment-An organization uses internal recruitment to fill jobs from their current employees, sourcing talent from various teams, departments, and job functions within the organization. Team members can fill skill gaps through this process, also known as.
Employee referral programs are an effective way to find the right candidates to fill open positions. If you want to hire new employees, you don't rely on the old methods of advertising or job boards, but ask your employees for recommendations
Promotion
Events
Internship
4. What is the difference between recruitment and selection.
As a result, you need to keep certain points in mind in understanding the difference between recruitment and selection.
Finding and encouraging candidates to apply for an open position is called recruitment. A candidate is selected by selecting the best out of a pool of applicants and offering them the position.
The purpose of recruitment is to attract as many job seekers as possible. Unfit candidates are rejected as part of the selection process.
Recruiting is simpler than selection. A recruiter paying less attention to scrutinizing individual candidates is considered recruiting, while a selector doing a detailed examination of every candidate is considered selection, where recruiters aim to find out every detail about each candidate, so they can choose the right fit for the job.
Because recruitment consists of only identifying the job's requirements and encouraging applicants to apply, it is less time-consuming and less economically intensive. Selecting the right candidate involves several activities, which can take a considerable amount of time and can also be expensive.
Communications of job vacancies are done through a variety of mediums, including the internet, newspapers, magazines, etc., and forms are distributed easily for candidates to apply assessment occurs primarily through the various stages of the selection process, such as the submission of forms, written tests, interviews, etc.
5. Why is recruitment important and why should it be done?
Estimates what's required now and in the future
An organization can evaluate its current and future staffing needs through the recruitment process. To determine the right number of recruits needed, the organization conducts a thorough examination of the company's operations.
Minimizes disruptions to business operations
By hiring the right people, your organization can carry out its daily operations seamlessly. Several employees are provided to businesses regularly for a variety of positions within the company. In the recruitment process, individuals of varying backgrounds are selected to meet the needs of the organization.
Improves the rate of hiring success
The company's selection process is more likely to succeed if this method is implemented. All applications are analyzed to minimize the selection of unqualified and exaggerated candidates. Recruiters advance only qualified candidates to the next stage of their recruitment processes.
Expansion of talent pool
When recruiting, the goal is to create a wide pool of qualified candidates from which best-qualified candidates can be chosen. As a result, businesses can attract large groups of people and encourage them to apply for open positions.
Affordability
Employers can minimize total costs and time spent finding suitable employees through this system. Recruiting is a systematic and organized process in which a large number of people are given detailed information about job openings. It is possible to attract a large number of candidates with a good job description at a lower cost.
Makes the organization more credible
The strength of a business organization's recruitment process boosts its reputation. In addition to assessing a company's professionalism and authenticity, job openings are examined for validity and authenticity. Adopting a positive application method by a company will contribute to an increase in trust among job applicants. Therefore, high-quality applicants for your company will be attracted to your company's job postings.
