Common Sequential Steps in Selection

 Common sequential steps in the selection process (G van der Waldt 2014)

1) Reception and initial screening interview

2) Application form

3) In-depth selection interview

4) Background and reference checking

5) Medical examination and physical pre-employment testing

6) Assessment center’s

7) Make a final hiring decision

8) Final decision and make a fair job offer

There are many steps that are taken in order to perform the selection process correctly.

(MUSTAPHA, Adeniyi Mudashiru 2013) study mentioned these common methods that are used.

Initial or preliminary interview: This initial interview is usually quite short and has as its objective the elimination of the obviously unqualified. In many instances it is a standing interview conducted at a desk or railing.

 Application Blank - One of the general principles of hiring procedures is to assign each step information objectives that can be best obtained by the methods of that particular step. Factual information should be obtained by means of an application blank. We should not automatically assume that all information written on the blank by the applicant is correct.

 References - The purpose of the reference check is to obtain information about past behavior of applicants and to verify the accuracy of information given on the application blank.

Psychological Tests - The next step in the procedure outlined above is that of testing. Most of the larger companies that can afford to have a more detailed and accurate selection procedure do utilize some form of employment testing. It is the smaller company that frequently does not bother with tests, but places great reliance upon the interview.

Interviewing - Interviewing is probably the most widely used single method of selection. A substantial amount of subjectivity, and therefore/ unreliability, is to be expected from interviewing when used as a tool of evaluation. For any applicant to be hired or offered employment in any organization, the applicant must attend an interview (which is the selection process). According to Humphrey (2010). According to the (Bernard Oladosu Omisore, Ph.D. 2014) study the interviews are divided into two types;

                                Directed interviews - in this style of interview, direct questions requiring definite answers are used. This style is especially appropriate for school leavers, for applicants with complicated job histories and when there is a suggestion that “facts” are in dispute.

                               Non-Directed interviews - Open questions that allow the candidate to choose an answer should always be relied on. It is the best way of searching or developing a candidate’s views on any subject. Prompting is a useful technique. Another technique is for the interviewer to keep silent, thus building pressure on the interviewee, who usually cannot resist the need to fill the vacuum by continuing to talk, trying to establish his/her point (Humphrey 2010).

 According to the study (MUSTAPHA, Adeniyi Mudashiru 2013), the last step will be

Approval by the Supervisor - Following the outlined procedure, we should now be of the opinion that a candidate who has successfully completed all steps thus far should be hired. At this point in the process, a third interview is conducted. The information objectives of this interview may well overlap those of the preceding one.

We now come to mention some of the factors that have an impact on the recruitment process, as mentioned in the (Sintheya Rahman 2011) study There are some common factors that have effect on every organization’s selection process.

These factors are:

Organizational Hierarchy - This has an obvious effect on selection process. At first the selection process for entry level employees and for upper-level employees are not the same. The higher the job post is the more critical the selection process.

Speed of Decision Making - Making a correct decision in a very short time is very difficult.

Employee Pool - The greater the number of employees for the selection, the number of choices organization gets to select the right person for a vacant position is better to facilitate the selection process, the Robi Axiata Ltd. stores many CV in their CV bank.

As for the factors that must be considered when making the selection process, (Ayesha 2015) study mentioned:

1) Size of the organization

2) Number of people to be hired

3) Nature of the job to be filled

 4) An outside pressure or influence

5) Pinpoint criteria of an organization selection process

 The success of any company depends on its employees. If the employee is ideal for a job, the entire organization will enjoy the benefits of its unbeatable success. Recruitment and selection help in selecting the right candidate for the right position. It helps reduce an organization's losses. Although the recruitment and selection process is essential for any company or organization, however, the fact that it is a basic process does not mean that it is simple and that it can be easily implemented, because the results can lead to counter-results.  

References

Omisore, I., 2014. Relationship Marketing and Organizational Performance of Government Parastatals in Nigeria. SSRN Electronic Journal,.

Thebe, T. P., & Van der Waldt, G. (2014). A recruitment and selection process model: The case of the Department of Justice and Constitutional Development.

Rahman, S. (2011). Recruitment and selection process of Robi Axiata Ltd.

Yaseen, A. (2015). Recruitment and selection process of higher education sector and its impact on organizational outcomes. International Journal of Human Resource Studies, 5(4), 79-94

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