Reception: A Company is known by the people it employs. In order to attract people
with talents, skills and experience a Company has to create a favorable impression on
the applicants’ right from the stage of reception. Whoever meets the applicant initially
should be tactful and able to extend help in a friendly and courteous way.
Screening interview: A preliminary interview is generally planned by large
organizations to cut the cost of selection by allowing only eligible candidates to go
through the further stages in selection. A junior executive from the Personnel
Department may elicit responses from the applicants on important items determining
the suitability of an applicant for a job such as age, education, experience, pay
expectations, aptitude, location choice etc.
Application blank: Application blank or form is one of the most common methods
used to collect information on the various aspects of the applicants’ academic, social,
demographic, work related background and references. It is a brief history sheet of a
candidate’s background.
Selection testing: Selection test attempts to assess intelligence, abilities, personality
trait and performance through simulation tests including work sampling and the tests
administered at assessment centers. A test is a standardized, objective measure of a
person’s behaviour, performance or attitude. It tries to measure individual differences
in a scientific way giving very little room for individual bias and interpretation. Some
of the commonly used employment tests are:
Intelligence Tests: These are mental ability tests. They measure the incumbent’s
learning ability and the ability to understand instructions and make judgments.
Aptitude Test: Aptitude test measures an individual’s potential to learn certain skillsclerical,
mechanical, mathematical, etc.
Personality Test: It refers to methods of measuring personality factors and the
relationship between personality factors and actual job criteria.
Selection interview: Interview is the oral examination of candidates for
employment. This is the most essential step in the selection process. In this step the
interviewer matches the information obtained about the candidates through various
means to the job requirements and to the information obtained through his own
observations during the interview. Interview gives the recruiter an opportunity to
examine the personality of the candidate.
Interview is an art. It demands a positive frame of mind on part of the interviewers.
Interviewees must be treated properly so as to leave a good impression about the
Company in their minds.
Medical Test: Certain jobs require physical qualities like clear vision, perfect
hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc.
Medical examination reveals whether or not a candidate possesses these qualities.
Reference checks: Once the interview and medical examination of the candidate is
over, the personnel department will engage in checking references. Candidates are
required to give 2 or 3 names for references in their application forms. These
references may be from the individuals who are familiar with the candidate’s
academic achievements or from the applicant’s previous employer, who is well versed
with the applicant’s job performance and sometimes from the co-workers. In case the
reference check is from the previous employer, information in the areas such as job
title, job description, period of employment, pay and allowances, gross emoluments,
benefits provided, rate of absence, candidate’s regularity at work, character, progress,
etc can also be obtained. Reference checks are taken as a matter of routine and
treated casually or omitted entirely in many Organizations. But a good reference
check, when used sincerely, will fetch useful and reliable information to the
Organization.
Hiring decision: The interviewer has to make the final decision – whether to select
or reject a candidate after soliciting the required information through different
techniques. A careless decision of rejecting a candidate would impair the morale of
the people and they may suspect the selection procedure.
with talents, skills and experience a Company has to create a favorable impression on
the applicants’ right from the stage of reception. Whoever meets the applicant initially
should be tactful and able to extend help in a friendly and courteous way.
Screening interview: A preliminary interview is generally planned by large
organizations to cut the cost of selection by allowing only eligible candidates to go
through the further stages in selection. A junior executive from the Personnel
Department may elicit responses from the applicants on important items determining
the suitability of an applicant for a job such as age, education, experience, pay
expectations, aptitude, location choice etc.
Application blank: Application blank or form is one of the most common methods
used to collect information on the various aspects of the applicants’ academic, social,
demographic, work related background and references. It is a brief history sheet of a
candidate’s background.
Selection testing: Selection test attempts to assess intelligence, abilities, personality
trait and performance through simulation tests including work sampling and the tests
administered at assessment centers. A test is a standardized, objective measure of a
person’s behaviour, performance or attitude. It tries to measure individual differences
in a scientific way giving very little room for individual bias and interpretation. Some
of the commonly used employment tests are:
Intelligence Tests: These are mental ability tests. They measure the incumbent’s
learning ability and the ability to understand instructions and make judgments.
Aptitude Test: Aptitude test measures an individual’s potential to learn certain skillsclerical,
mechanical, mathematical, etc.
Personality Test: It refers to methods of measuring personality factors and the
relationship between personality factors and actual job criteria.
Selection interview: Interview is the oral examination of candidates for
employment. This is the most essential step in the selection process. In this step the
interviewer matches the information obtained about the candidates through various
means to the job requirements and to the information obtained through his own
observations during the interview. Interview gives the recruiter an opportunity to
examine the personality of the candidate.
Interview is an art. It demands a positive frame of mind on part of the interviewers.
Interviewees must be treated properly so as to leave a good impression about the
Company in their minds.
Medical Test: Certain jobs require physical qualities like clear vision, perfect
hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc.
Medical examination reveals whether or not a candidate possesses these qualities.
Reference checks: Once the interview and medical examination of the candidate is
over, the personnel department will engage in checking references. Candidates are
required to give 2 or 3 names for references in their application forms. These
references may be from the individuals who are familiar with the candidate’s
academic achievements or from the applicant’s previous employer, who is well versed
with the applicant’s job performance and sometimes from the co-workers. In case the
reference check is from the previous employer, information in the areas such as job
title, job description, period of employment, pay and allowances, gross emoluments,
benefits provided, rate of absence, candidate’s regularity at work, character, progress,
etc can also be obtained. Reference checks are taken as a matter of routine and
treated casually or omitted entirely in many Organizations. But a good reference
check, when used sincerely, will fetch useful and reliable information to the
Organization.
Hiring decision: The interviewer has to make the final decision – whether to select
or reject a candidate after soliciting the required information through different
techniques. A careless decision of rejecting a candidate would impair the morale of
the people and they may suspect the selection procedure.