The selection process typically consists of eight steps. These are as follows:
1. Initial screening interview
2. Completing the application form
3. Employment tests
4. Comprehensive interview.
5. Background investigation.
6. A condition ob offer.
7. Medical or physical examination
8. The permanent job offer.
Each step represents a decision point requiring some affirmative feedback for the process to continue. Each step in the process seeks to expand the organization’s knowledge about the applicant’s background, abilities, and motivation and it increases the information from which decision makers will make their predictions and final choice.
1. Initial Screening: As a culmination of our recruiting efforts, we should be prepared to initiate a preliminary review of potentially acceptable candidates. This initiate screening is, in effect, a two steps procedure:
a. The screening of inquires. b. The provision of screening interviews.
2. Completing the application form: Once the initial screening has been completed, applicants are asked to complete the organization’s application form. The amount of information required may be only the applicant’s name, address, and the telephone number. Some organizations, on the other hand, may request the completion of a more comprehensive employment profile.
3. Employment tests: Organization historically relied to a considerable extent on intelligence, aptitude, ability, and interest tests to provide major input to the selection process. Even handwriting analysis (graphology) and honesty tests have been used in the attempt to learn more about the candidate information that supposedly leads to more effective selection.
4. The comprehensive Interview: Those applicant’s who pass the initial screening, application for,, and required tests are typically given a comprehensive interview. FIRIVI interviewers, senior managers within the organization, a potential supervisor, potential colleagues, or some or all of these may interview the applicant.
5. Background Investigation: The next step in the process is to undertake background investigation of those applicants who appear to offer potential as employees. Background investigations include police verification, certificate from Local Chairman etc.
6. Conditional job offer: If a job applicants has “passed” each step of the selection process so far, it is typically customary for a conditional job offer to be made, Conditional job offer usually are made by an HRM representative. In essence what the conditional job offer implies is that if everything checks out “okay – passing a certain medical, physical, or substance abuse test” – the conditional nature of the job offer will be removed and the offer will be permanent.
7. Physical or Medical Examination: The next-to-last step in the selection process may consist of having the applicant take a medical / physical examination. Remember, however, that in doing so a company must show that the reasoning behind these requirements is job related. Physical exams can only be used as a selection device to screen out those individuals who are unable to physically comply with the requirements of a job.
8. Job Offer: Those individuals who perform successfully in the preceding steps are now considered to be eligible to receive the employment offer. This is the last stage of the selection process. With this organization starts it travel.
Follow