selection

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Selection By- Richa Shukla

SELECTION: 

SELECTION After the pool of applicant ,the next step is to select the best candidate for the job. It usually means whittling down the applicant pool by using the screening tools as tests , assessment centre, and background and reference checks. Then the prospective supervisor can interview likely candidate and decide who to hire.

Why Careful Selection is Important: 

Why Careful Selection is Important Organizational Performance Legal Obligations and Liability The Importance of Selecting the Right Employees Costs of Recruiting and Hiring

Selection Process : 

Selection Process

Methods of Selection : 

Methods of Selection The methods of selection adopted by an appointing committee should include an interview. To improve reliability, the selection process includes consideration of the information in the candidate’s application form and in references.

BASIS TESTING CONCEPT: 

BASIS TESTING CONCEPT A test is basically a sample of a person’s behavior. Using a test assumes the devise is both reliable and valid. Reliability: The reliability test is one that yields consistent scores when a person takes two alternate form of test or when he or she the same test on two or more different occasion. Validity : Validity tells whether the test is measuring what is think it’s supposed to be measuring.

How to validate a test: 

How to validate a test 1.Analyse the job 2.Choose the test 3.Adminsiter the test 4.Relate your test score and criteria 5.Cross validation

Types of Tests: 

Types of Tests Cognitive (Mental) Abilities Achievement Motor and Physical Abilities Personality and Interests What Tests Measure

Testing : 

Testing APPLICATION REVIEW: Applicants are ranked on the basis of the information they provide on the employment application. This method credits education, training, work experience and/or accomplishments that demonstrate possession of job-related knowledge, skills and abilities. WRITTEN TESTS: These exams are assembled tests (candidates are required to report to a given location at a specified time for the purpose of testing). Test may include multiple-choice, short answer

ORAL BOARD: 

ORAL BOARD An oral board is a structured oral examination in which applicants are asked to verbally respond to a series of predefined questions, which are administered by a board of Subject Matter PERFORMANCE TESTS: Applicants perform one or more tasks typical of the job class for which they are competing for such as typing, writing a letter to convey information or a decision, delivering a speech or presentation, and proofreading a correspondence.

Methods of Selection : 

Methods of Selection The methods of selection adopted by an appointing committee should include an interview. To improve reliability, the selection process includes consideration of the information in the candidate’s application form and in references

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Short-Listing There are no guidelines on the number or proportion of applicants who should be short-listed for interview or on whom references should be called. Arrangements before the Interview Proper preparation before the interviews is vital to ensure that the interviews are conducted to maximum effect. All members of the appointing committee should read the candidates’ papers, the references, the job description and the person specification carefully before the interview. d

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During the Interview The purpose of the interview is to give further information through questions and observation of the candidate’s demeanor on whether the candidate has the qualities and experience required for the particular post. All of the questions must therefore relate solely to this purpose.

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Questions in Interview Appointing committees should not only avoid making decisions on discriminatory grounds, they should also avoid asking questions of interviewees that might give the impression of a discriminatory attitude. Questions put to an interviewee should be relevant only to finding the person’s suitability for the post

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Employment of People with Disabilities The following notes are intended to provide brief guidelines on avoiding unjustifiable discrimination against candidates with a disability. If an application is received from a person with a disability, it is recommended that Human Resources should be contacted for more detailed advice.

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Majority Voting In all cases it is desirable that decisions should be arrived at by consensus rather than by voting, but if voting is necessary the Chairperson has a casting vote as well as an initial vote. In the case of teaching faculty posts, if the division of opinion has been sharp and the voting close, this should be referred to the Personnel Officer, Senior Pro-Vice-Chancellor or Vice-Chancellor, as appropriate and the ‘minority’ have the right to request that the Vice-Chancellor should be informed of their views with the recommendation for appointment.

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Communication with Candidate After Interview In some cases the Chairperson may wish to speak to the favoured candidate after the interview but before any necessary formal approval has been obtained (e.g. from the Vice-Chancellor in the case of teaching faculty posts). It must be made clear that formal approval has to be obtained, and no letter should be sent which could be read as an offer of employment

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Formal Approval of Appointment In the case of appointments of teaching faculty, the Vice-Chancellor’s approval is required. The Chairperson of the appointing committee should forward the committee’s recommendation on a form supplied by the Human Resources Office

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Confidentiality All proceedings of appointing committees, including the names of candidates, are strictly confidential and must not be divulged to those who are not members of the appointing committee, other than authorised University officers and in relation to short-listed candidates for teaching faculty posts in the following circumstances

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Communications with Unsuccessful Candidates The Human Resources Office will write to candidates to inform them that they have been unsuccessful, but not until they are asked to do so by the Chairperson of the appointing committee. It is good practice for the Chairperson to speak promptly to any internal candidates who are unsuccessful to inform them of the decision and to give feedback on their candidacy, if requested.

Recruitment Vs Selection : 

Recruitment Vs Selection The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates persons for vacant posts

CONTINUE…: 

CONTINUE… Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employee.