JCET MG 8591
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POM
UNIT – III - SELECTION PROCESS / STEPS IN SELECTION
The selection process can be defined as the process of selection and short-listing of
the right candidates with the necessary qualifications and skill set to fill the vacancies
in an organization. It is a process of offering jobs to desired candidates.
According to Harold Koontz, “Selection is the process of choosing from the
candidates, from within the organization or from outside, the most suitable
person for the current position or for the future positions.”
Steps involved in Selection Procedure
A scientific and logical selection procedure leads to scientific selection of candidates.
The criterion used for selecting a candidate for a particular job varies from company
to company.
The procedure for selection should be systematic so that it does not leave any scope
for confusions and doubts about the choice of the selected candidate.
1. Inviting Applications:
The potential candidates from within as well as outside the organization are called for
applying for the post. Detailed job specification and job description are provided in the
advertisement for the job. It attracts large number of candidates from various areas.
2. Receiving Applications:
Applications are received from the candidates applying for the post which provides
the personal and professional details of the applicants. These applications will be
helpful to analyze and compare the candidates applying for the vacancy.
3. Scrutiny of Applications:
After receiving all the applications till the end of time period specified, the
applications are sorted out. The applications that are incomplete and un-matching the
job specifications are rejected.
4. Written Tests:
After the scrutiny of the applications, a written test will be conducted for the short-
listed candidates in order to find out the technical knowledge, attitude and interest of
the candidates. When the number of applicants is more, this process is more useful.
5. Psychological Tests:
In order to rind out the individual quality and skill of a person, the psychological tests
will be conducted individually for each candidate. The aptitude test, intelligence test,
personality test and mock test are some of the examples for the psychological tests.
6. Personal Interview:
JCET MG 8591
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POM
For the short-listed candidates from the above step, personal interview will be
conducted by an individual or by a panel from the top management.
The candidates are asked about their experience on the previous job, their family
background, their interests etc., and also their expectations from the job. The
candidates’ strengths and weaknesses are identified and noted down by the
interviewers in order to take the final decision of selection.
7. Reference Check:
This is the method of cross-check of the information provided by the candidate in their
application form and during the interviews. Normally, at least two references are
asked by the company from the candidates.
8. Medical Examination:
This test is conducted for checking the physical strength and fitness of a candidate
before they takes up the job. Even though the candidates’ performance in the tests
and interview is good, they can be rejected on the basis of their ill-health.
9. Final Selection:
At this step, the finally selected candidate will be given the appointment order to join
the organization. The appointment order will specifies the post, title, salary and the
terms of employment. Initially, the appointment will be given for a specific probation
period and after that period it becomes permanent.
10. Placement:
This is the last step in the selection process. A suitable job is allocated to the
appointed candidate so that they can get the complete idea about the nature of the
job. They can get familiar to the job and perform well in future with all their capacities
and strengths.
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Compiled By:
Prof. S. SENTHILKUMAR, M.Com., B.Ed., M.B.A., M.Phil.,
Department of Science and Humanities
