For this purpose scores secured by the candidates in various tests are taken as a standard and success or failure of the candidate is decided at each stage of selection. In jobs that require good handwriting, graphology can play its role. After the receipt of appropriate number of applications through various sources of recruitment selection process starts. The responses are recorded verbatim by the tester. Final Approval, Placement and Induction: Selection Process in HRM – 3 Traditional Methods for Personnel Selection: Phrenology, Physiognomy and Graphology, Selection Process in HRM – an important Function of the Management (with Benefits of Selection). In contrast, if there is bad hire with a bad selection process, then the work will be affected and the cost incurred for replacing that bad resource will be high. Importance of selection This HRM function is essential for the organization because hiring the most appropriate human resources can enhance its performance. And, the effective selection is depends to a large degree on the basic testing concepts of validity and reliability. You cannot teach a hen to dance like a peacock. Through the process of selection, the selection committee members try to assess those qualities and characteristics of a candidate that are normally not visible from the objective information provided by him/her. The results of the test can vary depending on which scoring system the examiner uses, of which many different systems exist. importance to consider and evaluate the impact technology might have on the area of HRM and specifically the recruitment process. Wrong hires always mean a wasted cost to the company. Top 5 candidate selection pitfalls. Thus, group discussion is a useful device for selecting a candidate when job requires co-operation of several persons and involves group effort. Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. New trends have been emerging in selection techniques along with other areas of human resource management. If a hotel’s objective is to select a manager with aptitude to work with room boys, then obviously it cannot use a meter stick to make the choice as there is no proven relation between the height of a manager and his/her ability to work with room boys! C- refers to those who have been selected and whose performance would be positive. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management (HRM) is to define and guide managers in this process. The choices are made by elimination of the unsuitable candidates at successive stages of the selection process. When the position to be filled is important than a number of steps may be followed before a person is finally selected. In such cases aptitude tests prove to be very effective. Isn't that worth the investment? Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. Initial appointment will be on temporary basis. Training b. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates. Some of them have been discussed below. While the candidate is being evaluated, he tries to assess the company and its culture, apart from the job. Graphology draws its basics from the theory of space symbolism, which suggests that a person uses a blank sheet of paper in exactly the same way as he uses three-dimensional space. Based on the combination of two criteria — performance criteria and selection criteria, candidates may be divided into four categories: A- refers to those who were not selected on the selection criteria cut-off but who have been successful had they been selected. Asking these types of questions is considered discrimination, which is illegal. It is important to concentrate on this function, as it is time consuming, costly and most often a complex process. Reviewed by: Michelle Seidel, B.Sc., LL.B., MBA. To select means to choose. In a nutshell, they're invaluable to building a successful venture. Recruitment and Selection Approaches: HRM Practices Benefits. A candidate knowledge about the general economic, social, political and legal environment may be tested at times by the employers. It is widely used in for educational guidance in relation to career choice. But the importance of selection isn't just about choosing candidates based on experience, skills and personalities that mesh with the company; it's about cutting costs and avoiding legal issues, too. 4 Explain the benefits of different HRM practices for employees as well as employers. all HRM functions, recruitment and selection processes must be carried out within the legal and regulatory environment. In short, Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting … Many of these qualities and characteristics are intangible in nature and their assessments are open to varying degree of subjective errors. Labour relations improve and workers become more satisfied with their work. If an applicant suspects she's being discriminated against, say, when she's asked at what age she plans to retire, and then is turned down for the position, she might contact the Equal Employment Opportunity Commission or even obtain a labor lawyer, which could prove costly for the company, not to mention detrimental to its reputation. Selection Process in HRM – Validity and Reliability in Selection Process. Some companies insist that application forms should be in the candidate’s own handwriting, and sometimes, with a paragraph about himself. (iv) Physical characteristics like height, weight etc. In other words an instrument, e.g., a test, an interview, or a certificate of high educational qualification could be used to make selection if its administration yield different results for different candidates. Suitable persons are selected means decreasing the level of absenteeism and labour turn over. The history of personnel selection suggests that formerly stereotyped impressions of personality and characteristics were used as a basis for selection such as soldiers in the army to be selected from families whose members used to be in the army; administrators to be selected from families whose members were in the administrative service, and so on. Thus, the significant performance of the executives forms the basis for selecting them by invitation. September 28, 2018 at 11:14 am. Interview is a widely and commonly used technique of selecting an employee in almost all the organizations. Besides these, there may be some other non-scientific methods for personnel selection such as physical features — height, weight, family background, caste, etc. Therefore, in selection, the suitable candidates who are fit for the job are selected from the prospective employees. These tests try to measure the overall intelligence of the person to do the job and solve various problems that he/she might encounter while doing the job. Content Guidelines 2. Importance of selection may be judged from the following facts: 1. c. The Career Key – A career interest test, also based on the Holland Codes. Next to determining the effects of training interventions, utility analysis can also be used to assess the (financial) impact of selection decisions. Group discussion is a device or means of judging the leadership ability and social traits of candidates. those who will be rejected). Scores secured in the test, performance in the interview are taken to match the candidate bio-data with the job specification. Selection of personnel has been in practice since long though criteria and principles used were not systematic. Employee Selection is the process of putting right men on right job. Interviewing is a common selection method. The need for a fit between the candidate and other variables arises to ensure the following features in the selection: No matter whatever method of selection is used, some margin of errors will always prevail. Some employees regard Human Resource (HR) as the policing, traumatizing, systematizing arm of executive management. In this way, selection is a process by which only desirable candidates are hired and others are denied the opportunities. (ii) If suitable employees are selected, rate of industrial accidents also reduces. Preliminary interview is generally conducted by a junior executive or assistant of the personnel department. a true and honest person with the required skills, knowledge and capabilities that an organization required from the employers and for the accomplishments of targets and goals.An At the most basic level our focus in this book is on people management within the employment relationship. – Legal obligation. a. Importance and Limitations of HRM Human resource management (HRM) is one of the most important aspects of management. These are designed to eliminate an un-qualified and un-desirable candidate from the selection process. Recruitment is a key responsibility of the HR department. The information so collected is kept confidential and is useful in judging the behavior and character of the candidates. There is no standardized selection procedure to be used in all organizations or for all jobs. This is the most complex function in the HR department of an organisation. Benefit # 1. i. Verbal Ability Tests – These tests measure spelling, grammar, ability to understand analogies and follow detailed written instructions. Therefore, its use is not significant in personnel selection. But the importance of selection isn't just about choosing candidates based on experience, skills and personalities that mesh with the company; it's about cutting costs and avoiding legal issues, too. v. Data Checking Tests – These measure how the speed and accuracy with which one can detect errors in data. Thus selection of personnel is the most important … The importance of selection can be judged from the following factors: 1. Traditional Methods for Personnel Selection: Phrenology. Selection procedure screens candidates according to a progressive series of steps designed to eliminate those who in some ways are unsuitable. Prohibited Content 3. They measure orientation of a person to perform a mechanical job. Preliminary interview is conducted to know about the candidate, his or her qualification, skill knowledge, experience salary expected etc., and also to give information about the company, nature of the job, method of performing job etc. A number of factors affect the process of selection as Yoder has rightly observed “recruitment is positive process where as selection is negative.”. Candidates are screened by the application of these gangs. But selection is not an easier process. Omission errors are those resulting from letting a right person’ go and not hiring him/her. No organization operates in isolation but it operates in the context of a given set of environmental factors. If the job is not very important than a simple procedure may be followed. Spatial Ability Tests – These measure ability to imagine shapes in two dimensions or to visualize three-dimensional objects presented as two-dimensional pictures. There are number of hurdles in the process of selection which a candidate has to pass through successfully to get an appointment. Outside China, it was used by a French priest, Jean-Hippolyte, in 1830. Second, selection of a wrong person has a telling effect on the morale of existing personnel in the organization. An organization may enhance its prestige by fair and equitable solution which demands a fit between the candidates, jobs, and organization. Therefore, a well devised selection procedure is of great significance for the organization. These tests measure and indicate how well a person would be able to perform after training and not what he/she has done^. As a result many a time, some of the strategy-related selection objectives that are used for making selection may turn out to be faulty at a later date. Interview helps to cross-check the information collected through application and test helps to judge whether candidate is really suitable for the post for which he has applied and whether the candidate really possesses all the qualities claimed in the application. Some employers use personality test to ensure a better candidate-job fitment. This is because many of the strategy-related skill requirements for a key manager are based on inadequate analysis and incomplete information. Physiognomy is the art of judging character from appearance specially the face. Selection Process in HRM – Factors Affecting the Process of Selection:- Profile Matching Factor, Organizational and Social Environmental Factor and a lot More.. However, none of the traditional methods meets the requirements of selection process. The hiring websites can be a major help when you are trying to find the right candidate. Role Plays – In ‘role plays’ a group of candidates are provided a situation, usually a problem, which they have to enact and find solutions for the same. Naturally, the application of a device may yield results that depend on other extraneous factors, e.g., who administered it, at what time it was administered, or how it was administered. It can be a negative process as it rejects a large number of applicants to identify the few who are suitable for the job. All these hurdles influence on the selection process and need to be considered at the time of selection. It is a procedure of matching organisational requirements with the skills and qualifications of people. However, various studies have negated such a correlation. Fitting a person to the right job is called placement.Good selection and placement decisions are an important part of successful HR management. A candidate who is poor in communication may be extra-ordinary good in book keeping and accounting. Human quality and characteristics are flexible and adaptable enough to meet any future requirements provided one is committed to the organization and the organizational environment is supportive enough to take the trouble. An important determination is whether the candidate’s personality is a good fit for the company’s culture. Generally applicant is asked to mention in his application form the names and addresses of at least two persons whom he knows well. The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening. Terms of Service 7. Graphology test is essentially a test of a person’s handwriting. Types of Errors 12. According to Dale Yoder, “hiring (selection) process is one or many ‘go’ on no-‘go’ gangs. So, the representatives of the company have to take care to project the company in the best possible way. SELECTION:Initial Screening Advantages of Successful Screening … 1.1 Introduction of recruitment and selection process, and why it is important. On successful completion of his probationary period of one or two years, employee will be confirmed in the job on permanent basis. Tests 8. 3. This is because all managers have … The first and foremost step in the process of selection is receipt of applications and scrutiny or screening of applications received just to ensure that applicants possess requisite qualification and fulfill all the conditions required and whether application is complete in all respect etc. He indicated the facial features to be reflective of personality traits and characteristics. For example, in EEOC v. Ford Motor Co. and United Automobile Workers of America, African Americans were rejected from an apprentice program after taking a cognitive test known as the Apprenticeship Training Selection System (ATSS) 1. Selection means to choose the person from among the prospective candidates to fill in the vacant posts in the organisation. Steps 9. Reliability: It is a test’s first major requirement and refers to its … Recruitment precedes selection in staffing process. The purpose of the selection process is to determine whether a candidate is suitable for employment in the organization or not. Besides attrition and non-availability of skilled human resource, the problem of wrong hires confronts most of the organizations. This will save time and money of the enterprises as well as the candidates. Organizational and Social Environmental Factor: Selection Process in HRM – the Process of getting Potential Employees, Selection Process in HRM – Involves choosing between Applicants for jobs and Eliminating unsuitable Applicants, Selection Process in HRM – the Following Steps are generally followed by the Organizations while Selecting its Employees. The participant is then asked to tell a story describing the scene, including what is happening, how the characters are feeling and how the story will end. The following significance can be obtained by the organization if selection is made carefully: i. Unsuitable and unqualified persons can be weeded out. Aptitude Tests: Aptitude tests measure ability and skills of the testee. Thus, a systematic selection should be done in the organization to avoid wrong candidate’s selection and loss of time and money incurred on this process. Hence, the organisations started involving the subordinates and the employees of the same level in administering the employment tests and interviews. Now multiple co-relation factors may be applied and candidate may be selected. A chosen selection instrument must have two very important qualities: A valid selection device would be one that when administered on a group of candidates generates results that are related well with the specific criteria or objectives of selection. Once an adequate number of applicants have been sourced, the process of selection begins. It is often described as a negative process, since more candidates may be turned down than hired. This process essentially aims at matching the applicants with the job requirements and picking up the most suitable candidates. The job is also to be sold to the candidate. Tests help in understanding the abilities and weakness of the candidates and are helpful in matching the job with candidates. In the context of the present-day personnel selection process, phrenology does not have any role. Linked In is such a website where you can easily find suitable people for a job without any major expenditure. Stress interviews and other similar selection procedure cannot appeal to a candidate and might put him off. The situation is true positive; there is no error. It was used by Chinese in eleventh century to predict personality characteristics based on handwriting. It is the process of weeding out unsuitable candidates. We may observe occasional writings by different graphologists indicating the relationship between the type of handwriting of a person and his personality. Thus, selection involves choosing of individuals who possess the necessary skill, abilities and personality to fill specific jobs in the organization. Debates about the importance of Human Resources Management occur daily in workplaces. Graphology is the art of estimating a person’s character, etc. It is a conversation between two persons which involves a personal, observational and face to face appraisal of candidates for employment.
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