SELECTION OF CANDIDATES
Selection of
Candidates
Methods of selection
When
the organization selecting candidates, many methods can be used to select the
suitable candidate or the right fit to the particular job role.
According to Armstrong (2010) The selection
process involves deciding on the characteristics level of applicants
in terms of their competencies, experience, qualifications, education and
training would be compatible to the person specification. The main
methods of selection are individual interviews and assessment centers (Armstrong,
2010).
Interviews
The
interview is the most familiar method of selection. This is about candidates
how well they will do the job and thus lead to a selection decision. An
interview involves face-to-face discussion. It provides the best opportunity
for the establishment of close contact – rapport – between the interviewer and
the candidate how well he or she would fit into the organization (Armstrong ,2010).
Individual interviews
Individual interviews related to a person specification, which
sets out the knowledge and skills required, and indicates the type of
experience that will be most appropriate. If only one interviewer is used,
there is more scope for a biased or superficial decision, and this is one
reason for using a second interviewer or an interviewing panel (Armstrong,
2014).
In my Organization I’m occupied exercise individual
interview as a common method of selection. The functional department
head/representative is involved in the process to ensure that
technical considerations are assessed during selection. Further individual
interview method is used as preliminary interview, and next step for final
interview with Corporate management.
Assessment centers
Assessment centers are group of candidates and use a range
of assessment techniques: interviews, group exercises and tests over a period
one or two days, with the aim of providing a more comprehensive and balanced
view of the suitability of individual members of the group. (Armstrong, 2014)
The
candidate is being tested in the assessment centers against the real life -work
settings and it is developing to examine the aspects of the job and measure how
well individuals are likely to perform the job role. Personality, reactions,
problem solving, team work and many more areas can be assessed through
assessment centers. It includes a combination of ability /aptitude testing,
group exercises, case studies, presentations, personality profiling, role plays
and assignments etc.This
test is one of the most sophisticated tests evaluate candidate’s social,
communication and analytical skills. (Henderson, 2017).
Psychometric testing
‘psychometric’
means mental measurement. Psychometric tests assess intelligence or
personality. There are many selection tools,
psychometric Test became popular over the years. Screenihi and Fernandes(2014)
stated that the reason is the candidates have been well prepared for the other
selection methods and that will help them to easily go through selection
process. For that when it comes to the practical situation, employees are not
capable enough to do the job. Psychometric tests are standard and scientific
methods used to measure individual’s capabilities and personalities. Its helps
employers to choose most appropriate candidate for the specified job (Healy,
2008).
Psychometric tests are designed to measure
applicant’s suitability for the said position. Employers use the information
collected from the psychometric test to identify the hidden aspects of
candidates that are difficult to observe from a face-to-face interview or
formal selection tools. (Bryon, 2011).
References
·
Armstrong,
M. (2010). Armstrong's essential human resource management practice.
London: Kogan Page.
·
Armstrong,
M., Taylor, S. (2014). Armstrong’s Handbook of Human Resource
Management Practice, 13th Edition, London: Kogan Page Ltd.
·
Bryon, M.(2011)How to
pass Graduate Psychometric tests.04th ed. Kogan Page, London.
·
Fernandes,O and
Screenidhi, K.(2004)The benefits of using a Holistic Approach
in behavioral assessment Interpretation.
·
Henderson,
I. (2017) Human Resource Management for MBA and Business Masters.
London:
·
Liam Healy, L.(2008)Psychometric
test for dummies, England, John Wiley & Sons Ltd.
Hi lakshan agreed on the article. Selection is very systematic process of recruiting a suitable candidate for right job in right time. The most important point is for the selection process is manager need to predict the suitable candidate will behave according to there recruitment. Managers need to choose most appropriate candidate for the specified job(Liam healy2008).if not, its will lead to an unsatisfied employee to the job role (Hellinger, 2007).
ReplyDeleteHi Dineth, Thanks for the valuable comments and also following up is also important as a means of checking on the selection procedure. If by any chance a mistake has been made, it is useful to find out how it happened so that the procedure can be improved. Misfits can be attributed to a number of causes; for example: inadequate person specification, poor sourcing of candidates, weak advertising, poor interviewing techniques, inappropriate or invalidated tests, or prejudice on the part of the selector (Armstrong and Taylor,2014).
DeleteHi Lakshan, You have detailed, excellent examples. Selecting the right candidate could be done using written tests, interviews, background tests, medical tests, and application evaluations. Predominantly, most organisations’ first selection tool is the application evaluations (Chandrashekar & Sahin, 2014). However, this will ignore the personality traits and interpersonal skills. Instead, look into more of the qualifications and experience of the candidates; hence, the most suitable employee will not be captured. In identifying the personality, language skills and attitudes, interviews could be arranged, and in identifying the conceptual skills, knowledge, and expertise, various tests could be conducted (Mami & Bellahsene, 2012).
ReplyDeleteHi Nirmika, Thanks for the comments and agreed what you said. Selecting the right candidate could be done what you have mentioned. selection begins when the right caliber of candidates are identified (Walker, 2009).
DeleteAgreed with your points, selecting an ideal candidate is of most important from the HR perspective. (Kapur, 2018) mentions that by selecting the ideal individual, not only the organization's productivity increase but also the relationship of the employer and the other employees increase.
ReplyDeleteHi Amila, I got your point and agreed. Thank you. Selection ensure to employ the right number of employees to company (Eva, 2018). Although Selase (2018) indicates that a group of skilled employees will benefit from a competitive advantage in maintaining employee commitment to their performance, and employees with the right skills will do a better job for a company .
DeleteVery well explained. Adding to that The term can be defined as the attraction of people to be incorporated into the routine activities of the organization by pre-defining work requirements and specifying the employee profile. It also measures an individual’s likelihood of joining the organization, and its compatibility with the company’s mission, vision and values.
ReplyDeleteHi Ijaz, Thank you for the comment. Yes, it is. This will help to the Organization values. The better the recruitment target and selection criteria improve organizational performance and efficiency (Okusanya & Oseji, 2012).
DeleteAgree with you Lakshan. Choosing the best applicant is only one aspect of selection. It is an attempt to strike a happy medium between what the applicant is capable of and wishes to perform and what the company expects. It is critical to hire the proper people for three reasons: performance, cost, and legal duties (Kumar and Gupta, 2014).
ReplyDeleteHi Janakan, Thank you for the comments, According to Santos et al. (2020) the aim of recruitment and practice selection is to choose and put the best people in fulfilling the workplace needs to develop and maintain the quality of service.
DeleteYes, Lakshan. Also, the process of selecting the best candidate from a pool of applications is known as selection. This procedure is in place to ensure that the job requirements and the talents and motivations of the candidates are a good match. Increased productivity and high-quality performance are the results of a good match. Because of the cost of training the applicant, the cost of mistakes made by the candidate, and the cost of replacement, a bad match is tremendously costly to the firm.
ReplyDeleteHi Isuru. Agreed and Thank you for the comments. The employees in work, quality commitment, and motivation contributes to the performance of company. In fact, employees without skills that high will not do job effectively (Gamage, 2014; Pahos & Earth, 2019).
DeleteI agree with your blog article Lakshan. I would like to add few more points regarding the selection process of candidates. In many HR divisions, recruiting and selection are combined and called the employment function. In large HR departments, the employment function is the responsibility of the HR manager (Armstrong, 2010).
ReplyDeleteHi Dileep, Thank you for the valuable comments. According to Armanu et.al. (2020) generally HR planning that improper will creating problems in recruitment and selection policies. The focus of HR planning is to employ employees that skilled and experienced.
DeleteWell explained Lakshan , most of organization using Interview as the selection tool. But doubt you can get most suitable individual for job role. Rapid turnover can result simply from poor selection or promotion decisions. It is essential to ensure that selection and promotion procedures match the capacities of individuals to the demands of the work they have to do (Armstrong,2008)
ReplyDeleteHi Manoj, Thank you for the valuable comments. Further, Montana and Charnov (2000) maintained that recruitment and selection include sourcing candidates by advertising or other methods, screening potential candidates using tests and interviews, selecting candidates based on the results of the tests or interviews, and on-boarding to ensure that the candidates are able to fulfill their new roles effectively.
DeleteWell said Lakshan. Prarthana Ghosh,(2021) said that Employee selection is the culmination of the 360 - degree recruitment process and is a result of arriving at the smart decision.
ReplyDeleteHi Upeksha, Thank you for the comment. According to Church and Bracken (1997) contend that 360-degree feedback systems and other forms of multi-source or multi-rater assessment methods in organizations have progressed from an innovative “nice-to-have” technique directed only to the most senior levels to a “must-have” tool for integration into overall performance and human resource management strategies.
DeleteSelection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs. Some organizations adopt competency based interview process and through background check of the candidates before selecting them for the job (Laker 2021). Some organizations, especially offshore organizations, evaluate candidates through a remote hiring process that is challenging for both interviewers and interviewees.
ReplyDeleteLaker, B., Godley, W., Kudret, S. and Trehan, R., 2021. Four tips to nail a virtual job interview. Harvard Business Review.
Hi Ravi, thank you for the valuable comments. Relating to that for Sinha and Thaly (2013), agreeing qualitative system in recruitment and selection has helped organizations to grow as they have been able to get the right people for their vacancies. In addition, the appropriate channels have helped the organizations to get the different and varied sources to which they can turn to for effective hiring (Sinha & Thaly, 2013).
DeleteA nicely explained article, The job description should abstract for a perspective employee the duties of the position and other details required to understand what the job is and how it is to be performed. Some employers oppose using job descriptions because it seals them into a set of duties or performance standards (Maloney,n.d)
ReplyDeleteHi Surangi, thank you for the comments and adding to that job description, which simply lists the main tasks an individual has to carry out, and a role profile, which is more concerned with the behavioral aspects of the work and the outcomes the individual in the role is expected to achieve. The concept of a role underlines the fact that people at work are, in a sense, always acting a part, they are not simply performing the lines but interpreting them (Armstrong M ,2006).
DeleteAgreed with you, Selecting process includes a progression of steps to be taken after for picking the suitable employee for the empty position, (Pshdar, A.H., Baban, J.O., Bayar, G., & Sarhan, S. 2021).
ReplyDeleteHi, thank you and very true for the comments. Selection is the process by which specific instruments are engaged to choose from the pool of individuals most suitable for the job available (Ofori & Aryeetey, 2011).
DeleteHi Lakshan, well explained. However the receive a job order, source candidates, screen candidates, shortlist candidates, interview, conducting few test regarding the knowledge and extending a job offer will categorized under the selection process (Kusumawardani and Agintiara, 2015), is help to figure out the bet fit for the organization to develop the candidate as well as the organization goal as well (Gatewood, Feild and Barrick, 2015).
ReplyDeleteHi, thank you for the comments and it is important for recruitment and selection involve getting the best applicant for a job (Obikeze & Obi, 2004), it has been highlighted that recruitment procedures that provide a large pool of qualified applicants, paired with a reliable and valid selection regime, will have a significant influence over the quality and type of skills new employees possess (Okoh, 2005).
DeleteHi Lakshan, Well explained. It sees the selection process as a hiring procedure (Flippo 1984). In the hiring procedure, varying methods are used to discover important information about an applicant. It can compare with the job specification. It refers to selection as ‘the process of choosing from a group of applicants those individuals best suited for a particular position in an organization (Mondy, 2010).
ReplyDeleteHi Thiloka, thank you for the comments and well explained by you for the candidate best suit for the organization. According to Gamage (2014) the objectives of selection function are to get the right person to the right job, establish and maintain a good image as a good employer, and maintain the selection process as cost effective as possible.
Delete