HRM4 Selection of Employees
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arantonizhaHRM4 Selection of Employees
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arantonizha4 SELECTION OF EMPLOYEES
INTENDED LEARNING OUTCOMES
By the end of the learning experience, students must be able to:
1. Explain the importance of selection process; and
2. Enumerate and explain the selection process.
Job analysis, human resource planning, and recruitment are necessary prerequisites to the selection
process. The selection process begins when recruiting programs have developed a number of applicants
for available job openings.
Before the selection process begins, a profile of characteristics required for successful performance
should be developed for the job specification. These include the technical, interpersonal, and personal
requirements of the job discussed earlier in this book.
WHY SELECTION PROCESS IS IMPORTANT
1. Performance always depends in part on employees. Those who do not have the right skills will
not perform effectively and the overall performance in turn will suffer. The time to screen out
undesirable performers is before they become part of the organization, not after.
2. It is costly to recruit and hire employees.
3. Company objectives are better achieved by workers who have been properly selected based on
their qualifications.
4. An incompetent worker is a liability to the company causing direct losses in terms of
substandard performance and low productivity, and sometimes a potential source of problems
to management, his/her coworkers, and customers.
5. Applicants have varying degree of intelligence, aptitudes, and abilities
6. Labor laws protect employees making it difficult to terminate or dismiss an incompetent
employee.
SELECTION PROCESS
1. Define the job before hiring an employee. This is where job analysis will come in handy. This will
help you prepare the job description and job specifications which in turn will define the recruitment
strategy.
2. Review application form and credentials carefully. This provides basic employment information
that can be used to screen out unqualified applications.
Screen all applicants against a list of qualifications, skills, experience, and characteristics required by
the job. Take note of the following information during your review of application form:
a. Employment gaps. These gaps include dates of employment listed only in years so that the actual
day and month of employment ending are masked.
b. Spelling, grammar, and punctuation. Attention to details such as appropriate grammar, spelling,
and punctuation do set a candidate above the pack. Failure to shine in these details on their resume and
application should be noted by the employer.
c. Evidence that a, career has gone backwards or plateaued. In a career that is progressing
successfully, an applicant's resume should show evidence that job titles and job description have
improved as the year progresses.
d. Failure to follow directions. Failure to follow directions is not just a waste of time but it can be
harmful especially to job applicants because the employer might think the applicant does not have the
ability to work in an organized and effective manner.
e. Failing to include a cover letter. Submitting a high-quality cover letter with your resume can spell
the difference. Failing to include one would entail fail to demonstrate how you stand out from the rest
of the applicants.
RESUME
Reviewing a resume starts with a job description or role profile so you know broadly what the job
entails. It should show details about the qualifications and experience of the candidate you seek to fill
the job.
COVER LETTERS
Job searching specialists and career counsellors recommend that job applicants write a customized
cover letter to accompany each resume sent to an employer. A cover letter saves you time, connects
the candidate's relevant experience to the advertised job, and provides insight into the candidate's
skills, characteristics, and experience.
EMPLOYMENT APPLICATION
Employers use the employment application to gather consistent data about prospective employees.
While the format for resumes and cover letters changes from person to person, the employment
application collects consistent information in a uniform format from every applicant.
3. Employment Interview. This provides the hiring supervisor the opportunity to review candidates'
qualifications and determine their suitability for the position. It also provides candidates with the
chance to learn about the position and its requirements and present information on their skills and
experience.
PREPARATION FOR THE INTERVIEW
Supervisors and other personnel in the departments who are involved in the interview should prepare in
advance for the interview by:
developing a list of core questions which will be asked of all candidates interviewed;
reviewing the requirements for the position and comparing them with the applications and
resumes of candidates ; and
taking note of areas in the person's job history where clarification is needed.
INTERVIEW FORMAT
The interview format should be the same for all candidates.
The same basic questions relating to the job should be asked.
Candidates should be allowed to see the workplace if that is relevant.
The essential functions and other requirements for the position should be described to each
candidate; candidates should be asked if they can perform those functions.
If at all possible, all candidates should be interviewed by the same people.
4. Employment Testing. Employers often use tests and other selection procedures to screen applicants
for hiring and employees for promotion. There are many different types of tests and selection
procedures, including cognitive tests, Personality tests, medical examinations, credit checks, and
criminal background checks.
The use of tests and other selection procedures are very effective means of determining which
applicants or employees are most qualified for a particular job.
Cognitive tests assess reasoning, memory, perceptual speed and accuracy, and skills in
arithmetic and reading comprehension, as well as knowledge of a particular function or job.
Physical ability tests/test of motor and physical abilities measure the physical ability to
perform a particular task or the strength of specific muscle groups, as well as strength and
stamina in general.
Sample job tasks (e. g., performance tests, simulations, work samples, and realistic job
previews) assess performance and aptitude on particular tasks.
Medical inquiries and physical examinations, including psychological tests, assess physical or
mental health.
Personality tests and integrity tests assess the degree to which a person has certain traits or
dispositions (e. g., dependability, cooperativeness, safety) or aim to predict the likelihood that
a person will engage in certain conduct (e. g., theft, absenteeism).
English proficiency tests determine English fluency.
5. Background Investigation/Reference Checking. This is done to verify the accuracy of factual
information previously provided by the applicant to uncover damaging background information such as
criminal records and violent behavior. More employers get these information from the following:
a. Personal references
b. School records
c. Previous employment records
The verification of the information provided by the applicant is important because in some cases,
information supplied on the application form may be false or misleading.
6.Final Interview
7. Selection Decision
8. Physical Examination. It determines if the applicant qualifies for the physical requirements of the
position and to discover any medical limitations that should be taken into account in placing the
applicant.
9. Final Employment Decision/ Placement on the Job. This is the decision to accept or reject the
applicant based on the results of the physical examination and a value judgement based on all the
information gathered in the previous steps.
