METHODS OF SELECTION

 


Source: (Vulpen, 2022)

Selection is an important factor, and it is such because people differ widely in their abilities, knowledge, interests, and personality, and choosing the right person for the job is crucial in ensuring effective work force and competitive advantages. The main objective is to find the most capable candidate to conduct the job and there are variety of selection methods to which has been developed (Koster, 2002).

According to (Ltd, 2022) organization would commonly use three methods in the process of selection which are application forms, references, and the interview. This is also known as the classic trio which was first introduced by Mark Cook. As described by (Watsons & Jones, 2013) the application forms play a major part in the selection process as it shortlists the candidates for interview based on the information the candidates supply in the application forms. The application form requires the candidates to submit their personal details, education and professional qualifications, present post which is a brief information in the respect of responsibilities including reporting and management duties in the current job, information on previous employment, relevant skills, abilities, knowledge and experience and declaration where the candidate confirms the validity of the information provided.

(Watsons & Jones, 2013) also states that there are three types of references which are employment references where candidate needs to provide referees to cover for relevant employment, academic references if the candidate is a school leaver or a graduate entrant, personal references which is also known as character refence from a person related to the candidate with some involvement in the employment field the candidate is applying for.


Source: (Vulpen, 2022)

The third part of the classic trio is the interview and (Chand, 2014) states that interviewing is one the crucial part of the selection process as there is a possibility of excluding a god candidate after the screening process. Interviews can be face to face, oral, observational, it can also be defined as a conversation with a purpose. An interview is utilized to predict jo performance and attract candidates to the organization. An interview can be useful in selecting candidates, personality traits and verbal abilities which is also linked to job performance (Bragger et al., 2016). During an interview there are three purposes which can be served, which is giving information that will help the applicants make up their mind about the company, obtaining relevant information about the candidate and to make the candidate feel like they are treated fairly.

Selection of a candidate also depends on many variables which is clearly explained by (Robertson & Cooper, 2001) where the factors which affect and are considered in the selection process are cognitive ability, physical and psychomotor abilities, job knowledge tests, interview, biodata, applicant reactions and attitudes, utility analysis

Selection 2 (Vulpen, 2022)

REFERENCES

Bragger, J. et al. (2016) “The job interview and Cognitive Performance: Does structure reduce performance on selection batteries, and can explanation of purpose improve it?,” Performance Improvement Quarterly, 29(2), pp. 97–124. Available at: https://doi.org/10.1002/piq.21218.

Chand, S. (2014) What is the importance of the interview in selection process?, Your Article Library. Available at: https://www.yourarticlelibrary.com/human-resources/what-is-the-importance-of-the-interview-in-selection-process/2466 (Accessed: November 20, 2022).

Koster, M. (2002) Human Resource Management: Classical selection methods and alternatives. First. Norderstedt: Druck and Bindung.

Ltd, A.A. (2022) The selection process undertaken by Human Resource manager, UK Essays. UK Essays. Available at: https://www.ukessays.com/essays/management/the-selection-process-undertaken-by-human-resource-manager-management-essay.php (Accessed: November 20, 2022).

Robertson, I.T. and Cooper, C.L. (2001) Personnel Psychology and HRM: A reader for students and Practitioners. Chichester: Wiley.

Vulpen, E.van (2022) 7-step practical guide to the selection process: AIHR Digital, AIHR. Available at: https://www.aihr.com/blog/selection-process-practical-guide/ (Accessed: November 20, 2022).

Watsons, D. and Jones, A. (2013) “Digital Forensics Processing and procedures,” Chapter 18 - Human Resources, pp. 741–793. Available at: https://doi.org/10.1016/c2010-0-69255-8.

Comments

  1. Vidura YahampathNovember 26, 2022 at 7:55 AM

    Good introduction Joel on Selection. I would like to share some information on how AI can help in selecting the candidates. Kindly see below.
    *Digital platforms and devices can objectively measure behavior, removing the need for biased human evaluations (Javed & Brishti, 2020).
    *AI algorithms can be optimized to maximize the prediction between our digital records and performance indictors (Javed & Brishti, 2020).
    *AI's ability to scale and thereby reach a greater number of candidates from different backgrounds, can create more diverse and more efficient hiring pipelines (Javed & Brishti, 2020).
    *AI algorithms can provide greater transparency into how data are used and weighted to reach a hiring decision, thereby producing fairer and more ethical practices (Javed & Brishti, 2020).

    ReplyDelete
    Replies
    1. Hemantraj Joel RanushanDecember 9, 2022 at 10:45 PM

      Thank You for your comment. The employee selection process itself is a follow-up to other personnel activities, especially work analysis and employee needs planning. Only after the implementation of the above activities a selection goal can be established, which builds the enterprise’s selection strategy, respectively the selection process (Serek, 2017).

      Delete
  2. Miyuru MadushanDecember 8, 2022 at 12:17 PM

    Good & descriptive article Joel. Further, recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs (Armstrong, 2014).

    ReplyDelete
    Replies
    1. Hemantraj Joel RanushanDecember 9, 2022 at 10:47 PM

      Thank You for your comment. Employee selection commences after prospective employees have been recruitment in an organisation. In the views of Maloney (2001), the selection can be considered to be a process where the best candidate is considered from a pool of available candidature. It is generally a type of procedure-oriented activity in which the different types of techniques and methodologies are used to select the most deserving candidate from the list of the available candidates (Ofori & Aryeetey, 2011).

      Delete
  3. Hemantraj Joel RanushanDecember 9, 2022 at 10:47 PM

    Thank You for your comment. Employee selection commences after prospective employees have been recruitment in an organisation. In the views of Maloney (2001), the selection can be considered to be a process where the best candidate is considered from a pool of available candidature. It is generally a type of procedure-oriented activity in which the different types of techniques and methodologies are used to select the most deserving candidate from the list of the available candidates (Ofori & Aryeetey, 2011).

    ReplyDelete

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