JCET
MG 8591 - 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.
1
JCET
MG 8591 - POM
6. Personal Interview:
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.
☺☺☺☺☺☺☺☺☺
Compiled By:
Prof. S. SENTHILKUMAR, M.Com., B.Ed., M.B.A., M.Phil.,
Department of Science and Humanities
2