The Selection Process

 

Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization (Al-Kassem, 2017).

Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires (Neeraj Kumari 2012). The process of selecting qualified individuals to fill vacancies in the organization. In other words, the organization will not have much chance of success if it fails to choose the people with the necessary qualifications because the main goal is to hire the best person and it is a fundamental principle in equal employment opportunities laws (Aleksandra Stoilkovska and others 2015). Finally, it was explained the end result of a constructive recruitment is having suitable competent candidates from the pool of people (Ayesha Yaseen 2015).

The next step is selecting the most productive and suitable person according to the requirements of the job vacancy it can be done by assessing the candidates by various tools or measures and making a rational choice or decision followed by an offer of employment. The basic aim of selection is to fill the vacant vacancies with personnel who meet the job-related competencies, are self-motivated and directed or inclined towards success, consistent, efficient towards goals, system and organization, contribute well and quick learner directed towards self-development (Castetter 1992).

In the (Ayesha Yaseen 2015) study, he stated that the goals and objectives of the selection process lie in the following: Gather as much relevant information to analyze the facts. Organize and evaluate the information to make the rational choice. Assess each candidate in order to choose the best person for the job Forecast performance of a candidate on the job and its compatibility with the firm. Provide knowledge to applicants so that they can judge whether or not they are ready to accept an offer of employment considering the hardships and opportunities.

Neeraj Kumari 2012 mentioned in his study that the importance of choice lies in three aspects and mentioned it as follows:

  • Performance – Performance depends in part on our own subordinates. Employees with the right skills will do a better job for any company and for the owner. Employees without these requisite skills or who are abrasive would not perform effectively and the company's performance will suffer to a great extent. There is a time to screen out undesirables and to choose the better and perfect candidate that can effectively contribute to company success.
  • Cost - It is important because it is costly to recruit and hire employees so the cost-benefit ratio has to be considered while hiring employees in order to avoid any unnecessary wastage of money and valuable resources. The total cost of hiring a manager could easily be 10 times as high as once when added the search fees, interviewing time, reference checking, and travel and moving expenses.
  • Legal Obligations - It is important because of the two legal implications of incompetent hiring. Firstly, equal employment law requires nondiscriminatory selection procedures for selected groups.

Secondly, courts will find the employer liable when employees with criminal records or other problems use to access to customers’ homes to commit crimes. Lawyers call hiring workers with such backgrounds, without proper safeguards, negligent hiring. So negligent hiring highlights the need to think through what the job human requirements are. So in order to avoid the concept of negligent hiring, it is necessary to make a systematic effort in order to gain relevant information about the applicant and verify all the documentation. We come to mention the steps related to the selection process and I have noticed in many studies a great agreement between these steps and there may be slight differences based on the nature of the work of each organization and the environment in which it works, but the most comprehensive steps mentioned in the study (G van der Waldt 2014).


References 

Al-Kassem, A., 2017. Recruitment and Selection Practices in Business Process Outsourcing Industry. Archives of Business Research, 5(3).

Kumari, N., & Malhotra, R. (2013). A Study of the Recruitment and Selection process: SMC Global. ZENITH International Journal of Multidisciplinary Research, 3(2), 244-254.

Stjerne, I. and Svejenova, S., 2016. Connecting Temporary and Permanent Organizing: Tensions and Boundary Work in Sequential Film Projects. Organization Studies, 37(12), pp.1771-1792.

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

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



Comments

  1. Virosha AriyawanshaSeptember 2, 2022 at 7:30 AM

    Selecting the most productive and suitable person according to the requirements of the job vacancy it can be done by assessing the candidates by various tools or measures and making a rational choice or decision followed by an offer of employment. Equality and equal opportunities for all candidates should be there. Selection should be made on the basis of merit and merit, and there must be a type of control when selecting employees, as the right person is in the right place (Mohammad, 2020).

    ReplyDelete
    Replies
    1. Ashfaq NazeemSeptember 5, 2022 at 9:45 PM

      Agree, that this will reduce or avoid situations where the motivation of other employees will be affected.

      Delete
    2. Ashfaq NazeemSeptember 14, 2022 at 11:21 PM

      True, One of the problems is that the selection of people for foreign assign-ments has traditionally been based solely on job knowledge and technical competence (Schmitt & Chan, 1998; Sinangil & Ones, 2001).

      Delete
  2. shiran rodrigoSeptember 4, 2022 at 8:12 AM

    According to Kamran et al. (2015) Recruitment is followed by selection. It entails selecting not only new employees but also making sure that the application procedure can draw in competent and qualified candidates who are appropriate for the position. The selection process focuses on: (1) Selection techniques and abilities in relation to their contribution to the dependability of judgments made; and (2) The standards established and applied (explicitly and implicitly) by decision-makers. And how these illustrate their understanding of "required competence"; (3) How the selection procedures take into account the generalizations, truths, and misunderstandings that decision-makers have regarding the requirements of organizational culture and how they want to preserve and alter it.

    ReplyDelete
    Replies
    1. Ashfaq NazeemSeptember 5, 2022 at 9:46 PM

      Agreed.

      Delete
    2. Ashfaq NazeemSeptember 14, 2022 at 11:23 PM

      We can also argue that effective recruiting is necessary in order to generate the types of selection ratios needed to make our selection systems more effective (Murphy, 1986).

      Delete
  3. Shafaz AhamedSeptember 8, 2022 at 12:35 AM

    It is thought that selection is one of the most important parts of the successful management of human resources because it is the task of the selection process to find the right people for the right jobs. If this is not achieved, the organization will not be able to accomplish its mission, vision, and goals. (Raghavi and Gopinathan 2013)

    ReplyDelete
    Replies
    1. Ashfaq NazeemSeptember 15, 2022 at 12:41 AM

      To demonstrate the impact of selection on organizational performance, more recent research has taken a macro-analytical approach (Ployhart, 2006; Schneider, Smith, & Sipe, 2000). In particular, these studies went beyond simply correlating brief reports of HR managers’ use of selection procedures with firm performance (e.g., Huselid, 1995; Terpstra & Rozell, 1993) and adopted a truly multilevel perspective to demonstrate that performance at the individual level also translated into differences at other levels (and especially at the organizational level).

      Delete
  4. Archana pragashSeptember 16, 2022 at 2:04 AM

    Different kind of workforce will be demanded by the organizations at different times for different kind of vacant positions and sometimes for new positions, at the situations of company expanding and for replacements. These workforce requirements may be created in short term periods and the organization demands those staff at their most earliest possible which force the HR team into a pressure and for a quick hiring process of the candidates (Armstrong & Taylor, 2014)

    ReplyDelete
  5. Chathuranga PereraSeptember 19, 2022 at 4:32 AM

    Hi Ashfaq ,selection test validation and the use of formal selection procedures and firm profits. Other studies have shown that implementing an effective staffing process is positively related to organizational performance (Syed & Jama, 2012). Rauf (2007

    ReplyDelete

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