EMPLOYEE SELECTION
Introduction
The success of any company depends on its employees. If the employee is ideal / best fit for a job, the entire organization will enjoy the benefits of its unbeatable success (Mohammad, 2020). The aim of selection involves deciding on the degree to which the characteristics of applicants in terms of their competencies, experience, qualifications and training match the person specification. It also involves using this assessment to make a choice between candidates (Armstrong, 2009).
As for the factors that must be considered when making the selection process (Ayesha, 2015).
- Size of the organization
- Number of people to be hired
- Nature of the job to be filled
- An outside pressure or influence
- Pinpoint criteria of an organization selection process
Selection methods
The process of selection can be considered to be a specific type of process that can be used to either select the most suitable candidate from the list of the available candidates or to reject numbers of candidates that do not fulfil the sets of the criteria for the available job vacancies for the relevant vacancy from the pool of candidates (Gamage, 2014).
Figure 1: The predictive accuracy of selection methods
- Interviews
Interviewing is universally popular as the most common selection tool. It describes an interview as ‘a controlled conversation with a purpose’, but this broad definition encompasses a wide diversity of practice. Differences can include both the number of interviewers and the number of interview stages (Torrington, 2002).
Interviews can be divided into several main categories.
- According to nature of the questions
Directed interviews
In this style of interview, direct questions requiring exact answers are used. This style is especially appropriate for fresh graduates & for applicants with complicated job histories (Mohammad, 2020).
Non-Directed interviews
Open questions that allow the candidate to choose an answer should always be relied on. It is the best way of searching or developing a candidate’s views on any subject. Another technique is for the interviewer to keep silent, since building pressure on the interviewee, who usually cannot resist the need to fill the vacuum by continuing to talk, trying to establish candidate’s point (Humphrey 2010).
- According to number of Interviewers
Individual interviews
It involves face to face conversation and provides the best opportunity for the establishment of close contact between the interviewer and the candidate. If only one interviewer is used, there is more scope for a biased or superficial decision, and this is one reason for using a second interviewer or an interviewing panel (Armstrong, 2009).
Interviewing panels
Two or more people gathered together to interview one candidate is described as interviewing panel. The most common situation is that in which an HR specialist and line managers see the candidate at the same time. This has the advantage of enabling information to be shared and reducing overlaps (Armstrong, 2009).
- E- Interviews
The COVID-19 Pandemic has also made the electronic interviews a common practice, and companies actively use it to select individuals. With social distancing measures in place, businesses could not invite candidates for face-to-face interviews (Temsah et al., 2021). The online interviews were actively applied even in the healthcare sector, which is generally seen as a sensitive sector and requires careful and close examination to hire the best candidates (AL-Abrrow et al., 2021).
- Line Manager Approval
After the carrying out of the different types of interview steps, the candidate should have been considered to be selected for the further process, but in some companies it has been observed that the last and the final round of interview is conducted by the supervisors (Broyles et al., 2011). Supervisors are the people who know of the competencies needed for the job. So, such inter-personal sessions help make a better judgment and examine all the theoretical and practical aspects related to the job (Mohammad, 2020).
- Reference Checks
The purpose of the reference check in any company is to cross check the different types of information that a candidate has provided in the information sheet and also to have knowledge about his past behaviour in the different types of organizations that the mentioned person has been working for (Hedricks et al., 2019). In the case of most of the public sector enterprises, the reference check is done before the short-listed candidates are called for an interview (Fall & Chulkov, 2013).
References
- AL‐Abrrow, H., Al‐Maatoq, M., Alharbi, R. K., Alnoor, A., Abdullah, H. O., Abbas, S., & Khattak, Z. Z. (2021). Understanding employees’ responses to the COVID‐19 pandemic: The attractiveness of healthcare jobs. Global Business and Organizational Excellence, 40(2), 19-33.
- Armstrong, M. (2009) Armstrong’s handbook of human resource management practice (11th ed). United Kingdom, Kogan Page.
- Broyles, L. M., Rodriguez, K. L., Price, P. A., Bayliss, N. K., & Sevick, M. A. (2011) Overcoming barriers to the recruitment of nurses as participants in health care research. Qualitative Health Research, 21(12), 1705-1718.
- Fall, P.L., & Chulkov, N. (2013) Reference Checks in United Nations System Organizations; Joint Inspection Unit, Geneva,United Nations.
- Gamage, A. S. (2014) Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52.
- Hedricks, C. A., Rupayana, D. D., Fisher, P. A., & Robie, C. (2019) Factors affecting compliance with reference check requests. International Journal of Selection and Assessment, 27(2), 139-151.
- Mohammad, A. (2020) A Review of recruitment and selection process. A review of recruitment and selection process, p.01.
- Yaseen, A. (2015) Recruitment and selection process of higher education sector and its impact on organizational outcomes. International Journal of Human Resource Studies, 5(4).
- Temsah, M. H., Alkhattabi, F., Alhasan, K., Alherbish, A., Philby, M., Alsohime, F., & Bashiri, F. A. (2021). Remote Interviews for Medical Residency Selection During the Initial COVID-19 Crisis: a National Survey
- Torrington, D., Hall, L. &Taylor, S. (2002) Human Resource Management, Harlow, Prentice Hall.
Agreed on the content Kasun, Further the benefits of e-recruitment for the business, such as simplicity of use for the company, faster hiring, staying ahead of the competition, cost savings, ease of use for candidates, and a huge applicant pool (Ahlawat & Sangeeta, 2016). The employee attitudes and recruiting sources have a significant, positive impact on applicants' intentions to pursue positions they have applied for (Khan et al., 2013). According to Rakholiya and Sangeeta (2013), candidates have a favorable opinion of e-recruitment.
ReplyDeleteThank you for the comment Romeda. Addition to that, Many large & small organisations use internet recruiting in the current context & are becoming a favored medium of both employers and job-seekers (Dhamija, 2012).
DeleteGreat Article Madura and adding further your post, It is a process of evaluating and interviewing candidates for a particular job and selecting the right person for the right position (Abdullah & Abdul Rahman, 2015). Once the organization has decided on the appropriate means through which they will recruit potential candidates for the job their next task is to identify the most appropriate and effective method to use in order to select the right person. When there is vacant position in an organization (Anwar & Abdullah, 2021). Human resource Management take a responsibility for finding and selecting the right person for this vacant position (Anwar & Shukur, 2015).
ReplyDeleteThank you for the comment Malshani. Additionally, the selection process should be done based on several principles such as policy of recruitment in accordance with the organization, adhering to government rules and regulations, recruitment by a committee, clear policy of recruitment, flexibility, impartiality, and job security. In conclusion, a good selection process can help achieve organization goals and objective by searching for suitable, skilled and talent candidate for the organization (Sharma & Pandit, 2021).
DeleteGreat Article Miyuru. The general steps of selection will start off with the initial screening interview and end with the final job offer. While the steps in between will change according to the need of the organization, each steps is needed to expand the knowledge of the applicant so that the decision makers can make the best suited choice for the job role that is vacant (Kamran et al., 2015).
ReplyDeleteThank you for the comment Dehara. Basically, recruitment is the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen (Byers & Rue, 2006).
DeleteGreat Article Kasun, I agreed the content and to add furthermore, Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs and moreover, the aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully (Armstrong, 2014).
ReplyDeleteThank you for the comment Sanath. Additionally, organizations invest funds and resources to design policies and procedures for their successful execution to achieve business goals because they understand how crucial they are to the success and survival of organizations (McDowall & Saunders 2010).
DeleteAgreed with the content Kasun. furthermore, James and Nancy (2010) point out that, Reliability and validity are concepts that provide the scientific foundation upon which we construct and evaluate predictor and criterion measures of interest in personnel selection.
ReplyDeleteThank you for the comment Kandeepan. Additionally many large & small organisations use internet recruiting in the current context & are becoming a favored medium of both employers and job-seekers (Dhamija, 2012).
DeleteNice article Miyuru. Also, Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires( Neeraj 2012).
ReplyDeleteThank you for the comment Manodya. Further, the selection process could be done internally or externally. In the event of selecting candidates within an organization, there would be no such internal selection process (Gill, 2021).
DeleteGood article Miyuru, The rapid growth in technology has brought many changes in each department of organization (Awang et. al, 2013). Many companies are adopting the modern techniques for recruitment & selection process to find the best suitable candidates (Ensher et. al, 2003). According to Bartram (2000), in the modern world, the recruitment activities are incomplete without the word of “internet”. It was in mid 1990s the internet recruitment tools first emerged. Many large & small organisations use internet recruiting in the current context & are becoming a favored medium of both employers and job-seekers (Dhamija, 2012). ‘The Internet has caused the largest change to the recruitment landscape in the past decade acting as a conduit between employers and job seekers’ (Barber, 2006)
ReplyDeleteThank you for the comment Layanjalie. After emerging of COVID-19 Pandemic, e-recruitment has become a widespread workforce sourcing technique. As nations across the globe are experiencing social distancing measures, majority of companies are using technology for all the possible business activities, including recruitment (Ptel, 2020).
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