EMPLOYEE SELECTION METHODS

Employee Selection Methods
Selection is choosing the right candidate, who is most suitable for a vacant position. The main aim of selection is to evaluate the suitability of candidates by predicting that they will carry out the job role and functions successfully (Armstrong, 2017). Selecting appropriate candidates depends on applicants KSAs, (Knowledge, Skill and Abilities), competencies, qualification, and experience (Armstrong, 2017). Selection process varies from organizations to organizations. A good selection process consists of five steps such as, interviews, selection test, references, medical test, and final selection (Armstrong, 2017).

Importance of Interviews

Conducting interview is important selection process, where both interviewer and candidate involve in face-to-face interactions of exchanging questions and answers (Pulakos, 2005). Through the structured interview interviewer will be able to identify candidate’s potential, of delivering answers, his/her skills, competencies, confident, and it will help to assess whether the candidate fits to the organization expectations (Pulakos, 2005).

Limitations of Interviews
The main limitation of interview is its small flexibility. It is true that some of the words in the questions can be changed as needed, especially as they may conflict with aspects such as the sex, age, or cultural status of the interviewer (Brown, 2001). Finally, if the interview is very structured and the interviewer plays an extremely strict role as the leader of the interview, it may cause the interviewer a certain rejection and, above all, not feel the freedom to express themselves in detail (Seidman, 2006).

Selection Test   

Selection test is a standardized method used by organizations to identify candidates’ characteristics, knowledge, intelligence, and ability (Pulakos, 2005). These tests were known as Psychometric testing, it refers to a variety of tests and tools that measure a candidate’s suitability for a job role. Psychometric test is not only important for hiring process, but also necessary to build stronger team to solve and avoid conflicts within the organization, as well to overcome challenges, finding new opportunities to compete with industry rivalry which arose due to varies external environmental factors (Carless, 2009). These tests cover several different areas and subject matters as follows,

·    Intelligence test:
Intelligence test is conducted to showcase the ability of a candidate to perform certain task and reacting to range of different situations. This test is important to measure how well candidates adopt to the challenging working environment (Armstrong, 2017).

·   Personality test: 

This test reflects the behaviour of a candidate when performing a task. This test is useful to evaluate candidates’ values, interests, and characteristics by using different questionnaires (Armstrong, 2017).

·         Ability and Aptitude test: 

This test measures the capabilities of a candidate to complete the most essential tasks. The capabilities consist of verbal communication skills, numerical skills to solve problems, visualize and spatial abilities to perform organization task in an effective manner (Armstrong, 2017). 

References checking, Medical test and Final Selection.

According to the Society of Human Resource Management survey, 40% of applicants lie about their work histories and educational backgrounds and about 20% present false qualifications and certificates. Nationwide, an estimated 30% percent of job applicants make material misrepresentations on their resumes. Therefore, reference checking is an important selection technique for every organization to validate the details.
Medical test is a selection process which identifies applicants physical and mental fitness to perform task in a challenging working environment (Quinton, 2017).
After successful completion of these selection process applicants will be offered with the job.

Recruitment and Selection process of a leading travel agency company in the country.

The company human resource manager foresees the need for the identification of job vacancies due to fulfillment of sudden vacancies derived by unexpected resignation, as well as to increase the efficiency of the workers from different departments such as, Ticketing, Tours and Finance.
The company recruit employees both from internal and external sources. Company give promotion to motivate employees by reviewing their performance and then offer a job opening for executive level category with consideration to train him / her by giving proper training and development program to achieve the company objectives. To recruit executive and junior level employees company announce job opening by publishing vacancy advertisement on top jobs and paper. After receiving the resumes HR team will short list minimum 10 candidates according to educational and work experience required for the job. After that, candidates will be called for a face-to-face interview, upon the interview appraisal criteria he / she will be selected for the job.  

Conclusion and Recommendation

Recruitment and selection process is like “blood” of any company. Activities of the recruitment and selection process are important in attracting and retaining the right skilled individual. If an organization does not have the best available employees, it will not be able to grow and develop in the market. Employee motivation and motivation levels should increase the performance of the company to achieve its goal. According to that, organizations look after best possible way to announce their job openings through effective communication medium to attract or to reach out to many people due to the availability of market competition.
The company which I selected, does not do the pre-employment check after the interviewing process is done. It will lead the company to choose a wrong candidate in perspective of behaviour, attitude, family background and legal issues. Once the company had a bad experience of selecting a candidate who had legal issues in terms of money laundering in his previous company. Due to this the company has faced lots of legal problems and ended up in bad debts. Therefore, I would strongly recommend, that the company should do referral checking with the resumes and then start the interview and aptitude test in the final stage of selection process.

List of reference

·   Armstrong, M and Taylor, S. (2017). Armstrong’s handbook of human resource management practice. 13th ed. London:Kogan page, Limited.

·         Brown, A. K, and Lauver, K. J, (2001). Distinguishing between Employees' Perceptions of Person–Job and Person–Organization Fit: Journal of Vocational Behavior, vol.59(3).pp.454-470.

·    Carless, A. S. (2009). Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals, The International Journal of Human Resource Management, vol.20(12).pp 2517-2532.

·   Gusdorf, L. M (2008). Recruitment and Selection: Hiring the right person: Society for human resource management.

·     Pulakos, D. E, (2005). Selection assessment methods: A guide to implementing formal assessments to build a high-quality workforce. Strategic human resource foundation.

·     Quinton, S. F and Laflamme, M. A. (2017). Medical selection upon hiring and the applicant's right to lie about his health status: A comparative study of French and Quebec Law, vol.11(3). pp.85-89.

·     Seidman, I, (2006). Interviewing as qualitative research: A guide for researchers in education and the social sciences. 3rd ed. Teachers college press.

Comments

  1. Pernalla Vincent3 May 2021 at 09:24

    Agree with your opinion. Also Interview has the advantage that the interviewer has a lot of possibilities potential outcomes to make a decent meeting feeling. In other words the interviewer can get the maximum use of a standardization of the situation. On the other hand this synchronous communication of time and place can bring with it a lot of time and costs (R.Opdenakker,2006).

    ReplyDelete
    Replies
    1. E.Sujeendran12 May 2021 at 05:59

      Agree Pernalla, the primary objective of conducting interview is to predict whether a candidate is suitable and meet the required expectation of the vacant position (Camp et al, 2001). Whetton and Cameron (2002), introduced six-step process of conducting an interview, which clearly explains the word PEOPLE as, ( P- Prepare, E- Establish rappot, O – Obtain information, P – Provide information, L – Lead to close, and E – Evaluate).

      Delete
  2. Nivethini Manoharan4 May 2021 at 05:22

    Exactly Sujeendran, The selection process is the mutual method where the organization decides whether or not to make a job offer and the candidate decides whether to accept or not accept the offer (Stonner et al., 2000). Selection is typically made from among many applicants that have applied for positions and meet the organization's requirements (Mondy, (2010).

    ReplyDelete
    Replies
    1. E.Sujeendran12 May 2021 at 06:16

      Selection process is an attempt to have a happy balance between the organization and applicant with the mutual understanding and expectation in achieving a common goal (Gupta, 2014). Selecting a right employee is vital, because it directly foresee three major aspects of an organization such as, performance, cost and legal obligation (Gupta, 2014).

      Delete
  3. Chanaka Babaranda10 May 2021 at 23:32

    Obviously the recruitment and selection process is vital for organization to acquire the right talent who delivers the quality output and improve the efficiency level of internal procedures (Ezeali and Esiagu, 2010).

    ReplyDelete
    Replies
    1. E.Sujeendran12 May 2021 at 05:15

      Venkatesh and Jyothi (2009), defined recruitment and selection is art of discovering and procuring potential applicants for the right job at the right time, where it helps to use of organization resources in effective manner by selecting right pool of talent(s) at workplace to achieve the company long term business objectives.

      Delete
    2. gagana_amadoru15 May 2021 at 09:29

      This comment has been removed by the author.

      Delete
  4. gagana_amadoru15 May 2021 at 09:41

    I agree there are limitations in interviews which will affect recruitment and selection process of organizations.
    ● can lack validity as a means of making sound predictions of performance, and lack
    reliability in the sense of measuring the same things for different candidates.
    ● Rely on the skill of the interviewer – many people are poor at interviewing, although most
    think that they are good at it.
    ● can lead to biased and subjective judgments by interviewers(Armstrong,2014).

    ReplyDelete
  5. Oshadee Wanasinghe15 May 2021 at 10:27

    I do agree with you regarding the limitation of interviews. If we concentrate on face to face interviews, Marshall (2016) states that interviews can deliver biased responses. This will open doors to reject an highly qualified and talented candidate in a flash. An interviewer should conduct the interview with an open mind without jumping into presumptions.

    ReplyDelete
  6. Sandun Madusanka15 May 2021 at 22:58

    Assessment center is one of the sophisticated selection technique that can be used to recruit quality employees to the organization, in this method candidate performance closely observe by trained assessors(Thornton, 2015).

    ReplyDelete
  7. Sachith Fernando15 May 2021 at 23:37

    Agreed with you Sujeendran, Adding to your article Online Check is one of the newest ways of evaluating whether a candidate is right for the company is by seen what the person has to say about him or herself on blogs and social networking sites. This process, in which employers engage into practice of researching for candidates' online presence and all information related from other, non-formal and unconfirmed second sources via Internet (Daft, 2012).

    ReplyDelete
  8. Wasantha Basnayake16 May 2021 at 00:47

    Yes, what you have given above are correct. The continuing ‘talent war’ and fierce competition
    in the global market place; and issues concerning employee branding and candidate attraction, means that organizations and their managers have to carefully review their recruitment and selection processes, ensuring that employee selection methods not only contributes towards enhancing organizational image, but also predicts future job performance to a reasonable extent (Ekuma,K.J.,2012).

    ReplyDelete

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