‘Scanned with CamSeannersrrmeNt AND SELECTION “ recruited Recruitment 16 positive a9 it alms at increasing the number of sefor wider cholce oF oF increasing the selection ratio, Selection ia negative do age number of applicants (o Ideny the few who are sultable for the cjrttment involves Prospecting or searching whereas selection avolves Rey and cholee of candidates, The purpose of selection is to pick up the pevtaon for every Job. Seletlon fen important function no organisation can ‘ee yoals without selecting the right people. Faulty selection leads to wastace Ne Maimoney and spoils the environment of an organisation. Scientific selection « ement of personnel can go a Jongway in building up a stable work force. I lacemauce absenteeism and labour turnover. Proper selection 1s helpful in sen the efficiency and productivity of the enterprise w selection process ean be successful ifthe following conditions are satisfied } some one should have the authority to select. This authority comes from ine employment requisition as developed through an analysis of the work Joad and workforce. ) There must be some standard of human resource with which applicant can be compared. In other words, a comprehensive job description and job specification should be available beforehand. iq) There must be a sufflelent number of applicants from whom the required number of employees may be selected. ‘TABLE 6.1: Distinction between Recruitment and Selection ‘Selection 7 Ti the process of searching for Wisi process of choosing We ait aah prospective candidates andencourag, ineates Ing them to apply for vacant jobs Iisa positive process Its a negative process _ It aims to create a large pool of ts aim 1s to identify and reject candidates linsuttable eandidates quence 1Walways precedes selection always succeeds recruitment rac of service It does not result in a contract of leads to a contract of series between ri aed : the enor che seca ne Itinvolves searching It tnvolves comparison and choice Steps in Selection Process iselection process consists of a series of steps. At each stage, facts may come to which may lead to the rejection of the applicant. It is a series of successive or barriers which an applicant must cross. These hurdles or screens are to eliminate an unqualified candidate at any point in the ‘selection process. technique is called “successive hurdles technique”, ‘According to Dale ‘Yoder. process consists of go no go gauges. Candidates who qualify a hurdle go next stage while those who do not qualify are dropped out. However, ever! procedure does not contain all these hurdles. Moreover, the ‘hurdles may differ from organisation to organisation. There is no s& procedure to be used in all organisations or for all jobs. The Procedure increases with the level and. of the: The strategy and method used for selecting 4nd from one job to another. ‘Scanned with CamSeannerASIC HUMAN RESOUReR, Steps involved in employee selection may be described ise 1. Preliminary Tnterview. First of al, intial sen undesirablyjmauatifed candidates at the outset: Pr ee ort process in which prospective candicates are given the necegnary yaa a soringprocess In Whi os ongnisalion. Necessary informations from the candidlates ‘naloo a ane eanaate i one stable he 1 aeected fr further screening rai vane aw saves time and efforts of both the company and the candidate 5 ee seiny bean unwurtable candidate, Preliminary tntervlew helps o que processing of at wile or-a candidate to fill up the application form, gqete worth (oe table due fo overage, physical handicap el Preiininary interview is brief and gensent att out by a fu the counter or at the reception office. Cary att out by a junior exceue suttable candidates are not turned dawn ima contact of an individual with the organs? Preliminary interview is the firs Therelore, the interviewers should be courteous, receptive and informal parts when the candidate is being turned down, cation form is a traditional and widely used dey: 2. Application Blank. Applic: for collecting information from candidates, Small firms design no application fg land ask the candidates to write details about their age, marital status, educa, work experience, ete. on a plain shect of paper. But big companies types of application forms for different Jobs. The application form should the information relevant to selection. But reference to caste, religion. b may be avoided as it is regarded an evidence of discrimination. G application form contains the following information: (a) Identifying information — Name, address, telephone {b) Personal information — age, sex, place of birth, mari (c) Physical characteristics — height, weight, eyesigh (a) Family background. (e) Education — academic, technical and profes (f) Experience — job held, employers, duties. (g) References, J (h) Miscellaneous — extra curricular ac membership of professional bodies, jut their eciucation, skills, experience, salary ey?! scat ee jobseekers n equired eclucation or experience jor executive across f= Bloated salaries (23 per cent), fF Inflated accomplishments (20 per cent), fF Inaccurate dates to hide j&ghopping or ff Exaggerated job titles (12 pdr cent) ‘The survey also points out that in many cases (1 hhuntere are taken for'a ride and are not able to una ‘And, another tragle aspect ofthis problem is that ey of the impact such actions can have on their long ‘Source: The Hindustan Times, September 12, 2006, Seared with CamScanneerrMENT AND SELECTION 69 pplication form helps to serve several objectives. First, serutiny of the form pp iweed out candidates who are lacking in education, experience or some ig questions to be asked in the jbitytralts, Secondly, i helps in forum ur Thirdly, data contained tn application forms can be stored for fusare ree Application form duly filled in is also called biodata or curriculum vitae ides factual information required for evaluating the candidate, I's also use ic record of personal data for those finally selected Selection Test. Psychological tests are being increasingly used in employee Hon, A testis a sample of some aspect of an individual's attitudes, behaviour Pesformance. It also provides a systematic basis for comparing the behaviour ance and attitudes of two more persons, Tests are based on the assumption individuals differ in their job related traits which can be measured. Tests help fiuce bias in selection by serving as a supplementary screening device. Tests are niin better matching of candidate and the job. Tests may also reveal feations which remain covered in application form and interview ta. is foo] proof. At best it reveals thatthe candidates who have scored above Pe ictermined cut off points are likely to be more successful than those scoring ‘he cul off point. Tests are useful when the number of applicants is large tests will be useful only when they are properly designed and administered her details on selection tests are given later in this chapter. interview, /An interview is a conversation between two persons. son involves a personal. observational and face-to-face appraisal of Yor employment, Interview is an essential element of selection and no Provedure te complete without one or more personal interviews. The Hi collected through application and test can be cross-checKed in the selection interview serves three purposes : (a) obtaining information about “kground, education, training, work history and interests of the candidate ing information to candidates about the company. the specific job and human ce policies; and (c) establishing a friendly relationship between the employer ithe candidate so as to motivate the successful applicant to work for the ation. In practice, however, interview becomes a one-sided affair serving only irst purpose. Further details on interview are given later ‘Selection Practices of Global Giants ] + tt uses extensive psychometric instruments to evaluate short-listed | athe company uses occupational personality questionnaire fo understand the | dates personal trfnte and oecupatlona testing to measure competencies, Lo Electronics India ; LO Electronics uses 9 psychometric tests tomeasure a person's ty as a eam player, o check personality types and to find onst assertiveness. Seared with CamScanneeBASIC HUMAN RESOUR, numberof applicants for further tests These tests const of sto pea vritins teonder to assess candidates’ tearnability”. The candidates ict et ; Ht ‘peated tn thie test have to further undergo an interview round which gaye, Jobs at Infosys. “eterna s 3 Source : The Economie Time > 5. Medical Examination. Applicants who have crossed the sent for a physical examination either to the company’s physician o ig 2 $¥% officer approved for the purpose. Such examination serves the fol : ‘Those who are phyically unfit are rejected (b) Itreveals existing disabilities and provides a record of the em the time of selection. This record will help in settling companys ast oe ne rosea Compensation Act i Calta S-aaagaaaman {c) It prevents the employment of people suffering from contagious (oT evans condldates who are ater state Babee sama due to physical handicaps and allergies. vaade ‘The organisation coi their frank opinion ‘Scanned with CamSeannerean ‘any. The opinion of referees can be ance of a candidate. But. itis not ise they are generally biased in niisations, selection process ts ¢ The decisions of this department are by the department are finally approved nis/units. Employment is offered in the Tank, the salary grade, the and conditions in brief. tn arried ‘an appointment letter mentiontn, which the candidate should join and other terra TA Ebe ESrERER EN egO8 Judicial paper ie signed by bot Daon chong octane te oreinleation. appointmentie generaliyraas er grant or tWo¥eare. After satisfactory performance during ths period, date te Anally confirmed in the Job on permanent basis or regulariecd takes time and top level hiring i Is toughest. On an average a company to four months to fill a top level position, 185 A Happy Family on Four Whels eles ering rsh ety eel people direct om campuses and ing fo aut ts requirements, a Young Mind Needs 1 Be at MUL | Positive mindset and attitude Tniate to bringin change. Good communication sls Leadership qualities, Abity to work asa team, Fair overview of the total business perspective. Abit to adapt to changing business environment, Hindustan Tes, November 9 008 are drawn. Psychological tests are being docresamndy wed inert es. These tests provide a systematic procedure for sampling human . Tests are Also used. i vocational gudanee and counseling students ‘admission in educational institutions. Tests can also be employed in dec placement, promotion, transfer, counseling and training of emploves esta ar based onthe aamumption that no two nivale are equal n of intelligence, attitudes, personality and other traits. The nature ad te ‘and other characteristics are measured test the ability of a candidate in a given ey tests because they have been’ et ‘Scanned with CamScannerdis BASIC HUMAN RESOt Re teste help to predict the success of @ Candidate gy | the Psychotowsea nate ene neti ree vine be overlooked, Another advances Tex in be evaluated through one teat segs stan be collected within a short panes Sa help to reduce identify talen a large number information about ca tests measure only @ pa reliable, They are more useful Tests are also criticised for inv ‘asa supplementary device in sel other devices. [ee mae iia eas -aditonally, psychometric tools have been used to measure the difference Traditionally Pee same individual different situations Oneonaeaa aan a ee snganisatlon has a unique culture that a mew recruit must tig fen the tools are used in conjunction with interviews, to gain a better Mg the peychological make-up of the candidate. Tests differ in the aspect ae | ee Some concentrate on assessing cognitive skills, others, a candidate's ho croft from college work, while stil oles restrict themselves to coting erat forming a simple, specific function. Then there is a skills required for perf instruments for measuring emotio n ona tools have a high degree of predict frame of reference while he/she taking the test, how comfortabl Tests can be classified on| | abuuty tests score speed, hhat may other 1 of persons nic ‘ nya ‘ding the privacy of candidates. Tent tion and the test scores should be vertu | Ink-Biot Beibins 12 ‘Social skills inventory achievement refers to previous Intelligence toa general potential and profiting from past =r. Ya ‘Seanned with CamScanneeof Tests or re candidate to learn an I silts Ob ents oa . & New Job or skill. Peculiar: 6 Mention on «particular ype of talent sich as reasoning Levees ae chen, srmind, etc, Such test are of the following types aia a aT [Achievement | Test Inierest Teste Situation Test FIGURE 6.8: Types of Tests or Intelligence Tests. These tests measure the overall intellectual ‘intelligence quotient (L.Q.)] of a person. These reveal whether an individual eapacity to cieal with new problems, These help to determine a person's ,, memory, inductive reasoning, comprehension, speed of perception visualisation. Intelligence tests measure the ability to understand ‘and to make decisions. These tests are useful in selecting employees for variety of jobs. But administration of these tests is cumbersome and expensive re criticised on the ground of discrimination against weaker sections of shanical Aptitude Tests. These tests measure a person's capacity fo rrticular type of mechanical work, Capacity for spatial visualisation, speed, manual dexterity, visual insights, specialised knowledge for problem-solving ability, technical vocabulary, etc. are judged in these are useful for selecting apprentice: ‘mechanical technicians. Thus, these tests ar 1 who are entrusted with the Job of operating machines. sycho-motor or Skill Test nea ee specific job. These help to ty oF nee ar attributes involving muscular movement. jcoordination. rly used for selecting workers who have (0 perform {obs like assembly work, packing testing andén AIC HUMAN RESOURCE gy 6 2. Achievement ot Proficleney Tests. These (eSt8 MEASUre What aay ill or k 1 h th ang ~ sre of two types he job exp (a) Job Knowledge Tests. Also known as trade tests, these are useq eres and in operating calculating, adding mgghaie orthehines or simple mechanical equipment. These Bae eatan. Such tests are useful In the setection of stenography ae Treapervisors, sales persons, public utility employee me +b) Work Sample Tests. In these tests. a candidate 1s given a piece of Ne does ie For example, a typing test provides the materaig aken and the mistakes committed te ¢ pen and paper tests used to judge gp ycholageal make up of a person. These probe deeply to discover elues tay s ridua's value system, emotional reactions and maturity, and his characteris e help in assessing a person's motivation and interests, his abi wif to the stress of every day life, his capacity for inter-personal reais vojecting an impressive image of himself. These are expressed in tems the relative significance of traits such as self-confidence, ambition, tact, emotion control, optimism, decisiveness, sociability, objectivity, conformity, patienes fas distrust, initiative, judgement, dominance, sympathy, integrity, ete. a used to select supervisors and executives and for counselling peop used in industry as these provide an all-ro But these are criticised as superficial three types g proficiency in typing dictating and trans fice workers, 1 3. Personality Test. These ar Seanmed with CamScannee