Employee Selections and Need for Selection System in Practice
EMPLOYEE RESOURCING:
Employee Selection
According
to Philip and Kola (2023), defined selection as the process by which an
organization identifies individuals who best satisfy the eligibility
requirements for the advertised post from a list of potential participants
recruited by the recruiting activity.
The purpose of the selection process is to choose from those available the individuals most likely to perform successfully in a Job. According to Karim et al (2021), On the other hand, selection is the process of selecting the most suitable applicants from among the alternative candidates. The objective of the selection process is to match the applicant’s ability, knowledge, skills, and experience with job requirements in a fair and legal manner.
The
Selection Process
According
to Gomathy (2022), a series of steps is normally followed in processing an
applicant for a job and objective of the decision in selection is to choose the
individual who can most successfully perform the job from the pool of qualified
candidates. This would involve the following,
a)
Completion and Screening of the Application form.
Completing
an application form is normally the first step in a selection procedure. The
information contained therein must be for the purpose of screening (Daniel
2017).
b)
Preliminary Interview
According
to Ekwoaba (2015), this process is to determine whether the applicant’s skills,
abilities and job reference match any of the available jobs in the
organization, to explain to the applicant the available jobs, and their
requirements and to answer any questions the applicant has about the available
job or the employer.
c)
Employment Testing
Many
types of tests are available to be used in the selection process. some of these
are as follows,
·
Aptitude Test
·
Psycho motor Test
·
Job knowledge and proficiency Test
·
Interest Test
·
Psychological Test
·
Diagnostic Test
d)
Types of Interviews
Different types of interviews are used by
organizations. According to Abbas et al (2021), The process of interviews is probably one of the most
common methods that are generally used in the process of selection of
candidates. It generally reveals much
subjective analysis of the applicant and the person's compatibility with the
said type of job in the concerned organization. Different types of situations
may be considered with respect to gaining available information from the
candidates during interpersonal communication.
These
are as follows,
·
Structured Interview
·
Unstructured Interview
·
Stress Interview
·
Board or Panel Interview
·
Group Interview
e)
Reference checking
The
purpose of the reference check in any organization is to cross-verify the
different types of information that a candidate has provided in the information
sheet and also to have knowledge about his past behavior in the different types
of organizations that the said person has been working for (Shah, 2021).
f)
Medical examination
g)
Final Selection
Need
for Selection System in Practice.
Every
organization has to follow a scientific selection procedure since problems with
the employee start after the selection and employment. In other words, if an
organization selects the wrong person, it has to face a number of problems with
the particular employee. In addition to the cost of selection, training, and
other areas will become recurring expenditures for the company owing to the
employee turnover caused due to improper selection techniques. (Ravi &
Jayasheela, 2016).
Every
organization is influenced by social factors, as it is part and parcel of society.
Hence, it has to do justice to all sections of the people by providing
employment opportunities. Hence, it should have an objective system of
selection that should be impartial and provide equal opportunity.
References
Abbas,
S, I., Sayed, M, H, S. & Othman, Y, H. (2021) Critical Review of
Recruitment and Selection Methods: Understanding the Current Practices, Annals
of Contemporary Developments in Management and HR, Vol 3 (2), (Online),
Available at: https://www.researchgate.net/publication/353648009_Critical_Review_of_Recruitment_and_Selection_Methods_Understanding_the_Current_Practices
[Accessed on 30th March 2024]
Daniel,
L, S. & Malkar, V, R (2017) Transformation of HR Practices: Recruitment and
Selection, International Journal of Engineering Development and Research, Vol 5
(2), (Online), Available at: https://www.ijedr.org/papers/IJEDR1702048.pdf
[Accessed on 29th March 2024]
Ekwoaba,
J, O., Ikeije, U, U. & U, N (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance, Global Journal of Human Resource
Management, Vol 3 (2), (Online), Available at: https://www.eajournals.org/wp-content/uploads/The-Impact-of-Recruitment-and-Selection-Criteria-on-Organizational-Performance.pdf [Accessed on 30th
March 2024]
Hsu,
Ru. Y (1999) Recruitment and Selection and Human Resource Management in the
Taiwansee Cultural Context, (Online), Available at: https://core.ac.uk/download/pdf/29818879.pdf
[Accessed on 29th March 2024]
Gomathy,
C, K (2022) Overview of Recruitment and Selection Process in HRM, (Online),
Available at: https://www.researchgate.net/publication/359042160_OVERVIEW_OF_RECRUITMENT_AND_SELECTION_PROCESS_IN_HRM
[Accessed on 29th March 2024]
Oyadiran,
P, A., Ishaq, M, F. & Kola, A, A (2023). Effects of Recruitment and
Selection Process on Performance in Organizations, International Journal of
Human Resource Management and Humanities, Vol 1 (1), (Online), Available at: https://www.researchgate.net/publication/372992916_EFFECTS_OF_RECRUITMENT_AND_SELECTION_PROCESS_ON_PERFORMANCE_IN_ORGANISATIONS
[Accessed on 27th March 2024]
Ravi,
B. & Jayasheela, G (2016) Recruitment and Selection Process in IT
Industries – A Case Study, International Journal of Creative Research Thoughts,
Vol 4 (2), (Online), Available at: https://www.ijcrt.org/papers/IJCRT1033029.pdf
[Available at: 30th March 2024]
Shah,
M, H., Othman, Y, H. & Abbas, S, I (2021) Critical Review of Recruitment
and Selection Methods: Understanding the Current Practices, Review Article,
(Online), Available at: https://acdmhr.theiaer.org/archive/v3/v3n3/p5.pdf
[Accessed on 29th March 2024]
Good article on employee selection and also the implementation of a selection system reflects an organization's commitment to strategic talent management and ensures that the right individuals are placed in right positions.
ReplyDeleteThank you Arundathi for your comment. Selection is much more than just choosing the best available person. Selecting the appropriate set of knowledge, skills, and abilities (KSAs)—which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs. The task is made more difficult because it is not always possible to tell exactly what the applicant really can and wants to do.
DeletePhilip and Kola's definition emphasizes the initial identification of potential candidates, while Karim et al.'s perspective delves deeper into assessing suitability based on abilities, knowledge, skills, and experience. This comprehensive approach ensures that the selection process is not only about eligibility but also about finding the best fit for the job. Very good article.
ReplyDeleteThank you Rizan for your comment. Every organization needs an excellent workforce to function appropriately, and the selection process of employee is crucial to ensure it. However, an organization cannot just appoint anyone willing to work. The organization has to select the right candidate who fits the job and meets the company’s requirements. This process of hiring is called selection (Barraiser, 2024).
DeleteYour article sheds light on the critical process of employee selection, highlighting the steps involved in finding the right fit for a job. It emphasizes the importance of a thorough and fair selection process to ensure organizational success and employee satisfaction. Well done!
ReplyDeleteThank you Wasula for your valuable comment. The organization has to follow a proper selection process or procedure, as a huge amount of money is spent for hiring a right candidate for a position.
DeleteIf a selection is wrong, then the cost incurred in induction and training the wrong candidate will be a huge loss to the employer in terms of money, effort, and also time (Armstrong, 2014).
Traditional selection processes, such interviews and tests, might provide accessibility challenges for certain categories of applicants, such as those with disabilities or from disadvantaged backgrounds. The lack of provisions for various learning styles, language difficulties, or cultural biases in assessment tools could limit the applicants' capacity to demonstrate their genuine capabilities, resulting in inequalities in the selection process.
ReplyDeleteThank you Lantra for your valuable comment. Selecting the right personnel is crucial for any organization's success. There is therefore, the need for the recruitment process to be accurate for the success and performance of the employees being chosen, as productivity depends on experienced and qualified workers in predictive job performance (Ekuma, 2012).
DeleteGreat Article !Reference checks in organizations verify candidate information and past behavior. A scientific selection system is crucial as improper selection can lead to employee turnover and recurring costs. Organizations must consider social factors and provide equal employment opportunities to all sections of the population. An objective, impartial selection system is necessary to ensure justice and fairness in the hiring process.
ReplyDeleteThank you Amesha for your valuable comment. According to Ogunsola et al (2023), The purpose of selection is to match people to work [28]. It is the most important element in any institution’s management of people, simply because it is not feasible to optimize the effectiveness of human resource by whatever method, if the quantity or quality of people is less than the institution’s needs. In the twentieth century, selection was primarily concerned with matching people to specific jobs.
DeleteFantastic Article! Organisations use reference checks to confirm applicant data and past conduct. Because ineffective selection can result in staff turnover and ongoing expenses, a scientific selection system is essential. Organisations are required to take social concerns into account and offer all segments of the population equal job possibilities. Justice and fairness in the recruiting process require an unbiased, objective selection procedure.
ReplyDeleteThank you Chamara for your valuable comment. According to Ekuma (2012), Certain objectives need to be achieved and established for every organization. These objectives are achieved in the recruitment and utilization of the resources of various people in diverse fields of employment. Manpower is the most important feature of every organization, playing an important role in performing tasks to accomplish countless goals and carry out various responsibilities giving their best to the organization.
DeleteThis article gives emphasis to the employee selection process. Yes, Kovida. A scientific strategic selection process should be implemented for selection of the right candidate with the right skills for the position. It is an essential to be careful, fair and be genuine in the selection process. An informative article!
ReplyDeleteThank you Judith for your valuable comment. According to Pallu (2021), Selection is much more than just choosing the best available person. Selecting the appropriate set of knowledge, skills, and abilities (KSAs)—which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs.
DeleteYes, having a structured and scientific selection process is crucial for organizations to identify the best candidates for the job. It helps in minimizing the risk of hiring the wrong person and ensures fairness and equality in the hiring process. Implementing such a system not only benefits the organization but also contributes to societal welfare by providing equal opportunities for employment.
ReplyDeleteThank you Minoshi for your comment. The selection tests aim at measuring such skills and abilities in a worker that are decided by job analysis to be essential for successful job performance. A test is an instrument designed to measure selected psychological factors (Rina, 2019).
Delete