Selection Process: Definition, Steps in Selection Process

Selection is the process of choosing the most suitable candidates from

those who apply for the job. It is a process of offering jobs to desired
candidates.

Once the potential applicants are identified, the next step is to evaluate
their qualification, qualities, experience, capabilities, etc. & make the
selection. It is the process of offering jobs to the desired applicants.

Selection means choosing a few from those who apply. It is picking up of

applicants or candidates with requisite qualifications and qualities to fill
jobs in the organization.

Where Recruitment Ends Selection Starts

Recruitment involves attracting and obtaining as many applications as

possible from eligible job seekers. Recruitment is the process of finding and
attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which
new employees are selected.

Selection is the process of differentiating between applicants in order to

identify and hire those with a greater likelihood of success in a job. Though
some selection methods can be used within the organization for promotion
or transfer, in this case, the statement of the question is not correct.

But when the selection of applicants from outside the organization has
occurred then the given statement in the question is correct.
Recruitment and relation are the two crucial steps in the HR process and
are often used interchangeably. There is however a fine distinction between
the two steps.

While recruitment refers to the process of identifying and encouraging

prospective employees to apply for jobs, the selection is concerned with
picking the right candidates from the pool of applicants which are obtained
during the recruitment process.

So in this case selection is derived from after completing the recruitment

process. Recruitment is said to be positive in its approach as it seeks to
attract as many candidates as possible.

Selection, on the other hand, is negative in its application in as much as it

seeks to element as many unqualified applicants as possible in order to
identify the right candidates from the pool.

So in the recruitment and selection process; recruitment is the first

step and selection is the second steps or final step.

In conclusion, we can say “When recruitment ends selection to start.

Definition of Selection

According to Harold Koontz, “Selection is the process of choosing from the

candidates, from within the organization or from outside, the most suitable
person for the current position or for the future positions.”
Dale Yoder said, “Selection is the process by which candidates for
employment are divided into classes those who will be offered employment
and those who will not.”

David and Robbins said, “Selection process is a managerial decision-making

process as to predict which job applicants will be successful if hired.”

According to R.M. Hodgetts, “Selection is the process in which an enterprise

chooses the applicants who best meet the criteria for the available
positions.”

Selection is the process of choosing from a group of applicants those

individuals best suited for a particular position.

Most managers recognize that employee selection is one of their most

difficult, and most important, business decisions.

This process involves making a judgment -not about the applicant, but
about the fit between the applicant and the job by considering knowledge,
skills and abilities and other characteristics required to perform the job
Selection procedures are not carried out through standard pattern and
steps in this.

The process can vary from organization to organization some steps

performed and considered important by one organization can be skipped
by other organization.

Personnel Selection is the methodical placement of individuals into jobs. Its

impact on the organization is realized when employees achieve years or
decades of service to the employer.

The process of selection follows a methodology to collect information

about an individual in order to determine if that individual should be
employed. The methodology used should not violate any laws regarding
personnel selection.
 Steps in Selection Process

The selection process typically begins with the preliminary interview; next,
candidates complete the application for employment.

They progress through a series of selection tests, the employment

interview, and reference and background checks. The successful applicant
receives a company physical examination and is employed if the results are
satisfactory.

Several external and internal factors impact the selection process, and the
manager must take them into account in making selection decisions.

Typically selection process consists of the following steps but it is not

necessary that all organization go through all these steps as per the
requirement of the organization some steps can be skipped while
performing the selection process.

1. Initial Screening.
2. Completion of the Application Form.
3. Employment Tests.
4. Job Interview.
5. Conditional Job Offer.
6. Background Investigation.
7. Medical Examination.
8. Permanent Job Offer.

1. Initial Screening

The selection process often begins with an initial screening of applicants to

remove individuals who obviously do not meet the position requirements.

At this stage, a few straight forward questions are asked. An applicant may
obviously be unqualified to fill the advertised position, but be well qualified
to work in other open positions.
 The Purpose of Screening is to decrease the number of applicants being
considered for selection.

Sources utilized in the screening effort

Personal Resume presented with the job application is considered a source

of information that can be used for the initial screening process. It mainly
includes information in the following areas:

 Employment & education history.

 Evaluation of character.
 Evaluation of job performance.

Advantages of Successful Screening

If the screening effort is successful, those applicants that do not meet the
minimum required qualifications will not move to the next stage in the
selection process. Companies utilizing expensive selection procedures put
more effort into screening to reduce costs.

2. Completion of the Application Form

Application Blank is a formal record of an individual’s application for

employment. The next step in the selection process may involve having the
prospective employee complete an application for employment.

This may be as brief as requiring only an applicant’s name, address, and

telephone number. In general terms, the application form gives a job-
performance-related synopsis of applicants’ life, skills and
accomplishments.

The specific type of information may vary from firm to firm and even by job
type within an organization. Application forms are a good way to quickly
collect verifiable and fairly accurate historical data from the candidate.

3. Employment Tests

Personnel testing is a valuable way to measure individual characteristics.

Hundreds of tests have been developed to measure various dimensions of
behavior. The tests measure mental abilities, knowledge, physical abilities,
personality, interest, temperament, and other attitudes and behaviors.

Evidence suggests that the use of tests is becoming more prevalent for
assessing an applicant’s qualifications and potential for success. Tests are
used more in the public sector than in the private sector and in medium-
sized and large companies than in small companies.

Large organizations are likely to have trained specialists to run their testing
programs.

Advantages of using tests

Selection testing can be a reliable and accurate means of selecting qualified

candidates from a pool of applicants.

As with all selection procedures, it is important to identify the essential

functions of each job and determine the skills needed to perform them.

Potential Problems using Selection tests

Selection tests may accurately predict an applicant’s ability to perform the

job, but they are less successful in indicating the extent to which the
individual will want to perform it.

Another potential problem, related primarily to personality tests and

interest inventories, has to do with applicants honesty. Also, there is the
problem of test anxiety.

Applicants often become quite anxious when confronting yet another

hurdle that might eliminate them from consideration.

4. Job Interview

An interview is a goal-oriented conversation in which the interviewer and

applicant exchange information. The employment interview is especially
 significant because the applicants who reach this stage are considered to
be the most promising candidates.

Interview Planning

Interview planning is essential to effective employment interviews.

The physical location of the interview should be both pleasant and private,
providing for a minimum of interruptions. The interviewer should possess a
pleasant personality, empathy and the ability to listen and communicate
effectively.

He or she should become familiar with the applicant’s qualifications by

reviewing the data collected from other selection tools. In preparing for the
interview, a job profile should be developed based on the job description.

Content of the Interview

The specific content of employment interviews varies greatly by an

organization and the level of the job concerned.

1. Occupational experience: Exploring an individual’s occupational

experience requires determining the applicant’s skills, abilities, and
willingness to handle responsibility.
2. Academic achievement: In the absence of significant work experience, a
person’s academic background takes on greater importance.
3. Interpersonal skills: If an individual cannot work well with other
employees, chances for success are slim. This is especially true in today’s
world with increasing emphasis being placed on the use of teams.
4. Personal qualities: Personal qualities normally observed during the
interview include physical appearance, speaking ability, vocabulary, poise,
adaptability, and assertiveness.
5. Organizational fit: A hiring criterion that is not prominently mentioned in
the literature is organizational fit. Organizational fit is ill-defined but refers
to management’s perception of the degree to which the prospective
employee will fit in with, for example, the firm’s culture or value system.
5. Conditional Job Offer

Conditional job offer means a tentative job offer that becomes permanent
after certain conditions are met.

If a job applicant has passed each step of the selection process so far, a
conditional job offer is usually made.

In essence, the conditional job offer implies that if everything checks out –
such as 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.

6. Background Investigation

Background Investigation is intended to verify that information on the

application form is correct and accurate.

This step is used to check the accuracy of application form through former
employers and references. Verification of education and legal status to
work, credit history and criminal record are also made.

Personal reference checks may provide additional insight into the

information furnished by the applicant and allow verification of its accuracy.

Past behavior is the best predictor of future behavior. It is important to gain

as much information as possible about past behavior to understand what
kinds of behavior one can expect in the future.

Knowledge about attendance problems, insubordination issues, theft, or

other behavioral problems can certainly help one avoid hiring someone
who is likely to repeat those behaviors.

Background investigations primarily seek data from references supplied by

the applicant including his or her previous employers. The intensity of
background investigations depends on the level of responsibility inherent
in the position to be filled.
 Common sources of background information include:

 References are provided by the applicant and are usually very positive.
 Former employers should be called to confirm the candidate’s work record
and to obtain their performance appraisal.
 Educational accomplishments can be verified by asking for transcripts.
 Legal status to work.
 Credit references, if job-related.
 Criminal records can be checked by third-party investigators.
 Background checks are conducted by third-party investigators.
 Online searches as simple as “Google” search of a candidate can turn up
information on press releases or news items about a candidate that was left
off the application or resume.

7. Medical/Physical Examination

After the decision has been made to extend a job offer, the next phase of
the selection process involves the completion of a medical/physical
examination.

This is an examination to determine an applicant’s physical fitness for

essential job performance.

Typically, a job offer is contingent on successfully passing this examination.

For example, firefighters must perform activities that require a certain

physical condition. Whether it is climbing a ladder, lugging a water-filled
four-inch hose or carrying an injured victim, these individuals must
demonstrate that they are fit for the job.

8. Permanent Job Offer

Individuals who perform successfully in the preceding steps are now

considered eligible to receive the employment offer. The actual hiring
decision should be made by the manager in the department where the
vacancy exists.