Briefly discuss the steps in a selection Procedure

A selection process involves a number of steps. A standard selection process has the following steps; Receiving application form, screening of application forms, selection tests, interview, checking of references, physical examination, approval by appropriate authority and placement. Below is a discussion of the various steps.

1. Receiving Application Form

The first step in the selection of candidates is to receive application forms from all eligible candidates. The candidates may be asked to submit their applications together with their bio data on a plain paper. Sometimes, the organization itself may make available printed applications. These applications may be given either free of cost or for a fee payable by the applicants. Those living in distant places may secure the application by post by sending a self-addressed and stamped envelope. Now-a-days the candidates can submit their application through online.

2. Screening of Applications

Prospective employees have to fill up some sort of application forms. These forms have variety of information about the applicants like their personal bio-data, achievement, experience, etc., Such information is used to screen the applicants who are found to be qualified for the consideration of employment. The information may also be used to keep permanent records of those persons who are selected. Based on the screening of applications, only those candidates are called for further process of selection that is found to be meeting the job standards of the organization.

3. Selection Tests

Many organizations hold different kinds of selection tests to know more about the candidates or to reject the candidates who cannot be called for interview, etc., Selection tests normally supplement the information provided in the application forms. Selection tests may give information about their aptitude, interest, personality, etc., which cannot be known by application form.

4. Interview

Selection tests are normally followed by personal interview of the candidates. The basic idea here is to find out overall suitability of candidates for the jobs. It also provides opportunity to give relevant information about the organization to the candidates. In many cases, interview of preliminary nature can be conducted before the selection tests.

5. Checking of References

Many organizations ask the candidates to provide the names of referees from whom more information about the candidates can be solicited. Such information may be related to character, working, etc., the usual referees may be previous employers, persons associated with the educational institutions from where the candidates have received education, or other persons of prominence who may be aware of the candidates’ behavior and ability.

6. Physical Examination

Physical examination is carried out to ascertain the physical standards and fitness of prospective employees.

7. Approval by Appropriate Authority

On the basis of the above steps, suitable candidates are recommended for selection by the selection committee or personnel department.

8. Placement

After all the formalities are completed, the candidates are placed on their jobs initially on probation basis. The probation period may range from six months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the organization.