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Importance of recruitment and selection process

Selection is a process of choosing the most suitable persons out of all the participants. The selection process is developed to determine the final choice, including an interview and how it will be conducted. Selection can be in terms of either choosing or rejecting the candidates, or a combination of both. So, selection process assumes that there is more number of candidates than the number of candidates actually selected. Applicant should undergo through series of steps in which the facts comes to light in which the candidate can be rejected. In all organisations there is no such standard selection procedure but the complexity increases depending upon the level of the position. To introduce systematic selection procedures research is done to conduct efforts on all levels of job. In this research information as revealed that selection process is done based on individual standard application form. In selection process the organisation should determine who will conduct the interview, when it takes place, where it takes place, what information should be given to the candidate, how many rounds will be there and finally how the screening decisions will be made.

Due to increase competitive pressure, organisations launching quality management with great interest to achieve performance improvements which are short lived. But these organisations are failing to sustain continuous improvement efforts and thereby it is failing to remain competitive in their industries over a long period of time. In most often organisation’s recruitment and selection process employee’s hard technical skills are more concentrated rather than employee’s soft skills. No matter how the technical skills are without soft skills no improvements can be sustained. Depending upon the employee’s personality traits soft skills may not be possible. Therefore employees should pay more attention on their soft skills during selection process. Even today very few organisations implement this process. Before coming to a selection process or an organisation the candidate should know the depth of experience you need this a bit of confusing area in which the candidate had to give himself a range and he/she should be prepared. (Hiring the best by Martin John Yate page 26)

First of all before starting a selection process giving a job description is an essential thing for all the organisations because the candidate gets a clear idea with which organisation is going to work with. After that they have to explain about the duties and responsibilities of their organisation. The candidates in the selection process have to undergo into assessment centre where candidate has to clear the rounds. It consists of all variety type of exercises. By these various techniques it allows the candidate to demonstrate under different situations and can improve his skills and abilities. It is based on multiple evaluations like interviews, psychological tests and other job related simulations. A Job simulation helps in knowing the behaviour of the candidates. In assessment centre several techniques and skilled trainees are used to judge the candidates behaviour which are recorded and these judgements are pooled in a meeting among other managers. In discussion among mangers results in evaluation of the candidate and thus the behaviour also rated. In assessment centre the candidate should undergo various steps of tests like leaderless group discussion, role playing, oral exercise and in-basket exercise.

The first step in assessment centre exercise is leaderless group discussion in which all the candidates are divided into groups to discuss about a job related problem. When this is discussion in progress the candidates will be in observation to see how they interact and how their communication skills are and finally they also see the leadership qualities. But by using this technique there are few problems like it consumes more time and it is bit expensive because if there are more than 500 candidates it takes a lot time to control all of them and it is also takes many days to complete the whole session. The second step in assessment centre exercise is role play in which the candidate should assume the role of the position and must deal with another person in a job related situations. By the performance of the candidate the trained role player responds to the action and gives the feedback.

The third step in assessment centre exercise is oral exercise in which press conference exercises, formal presentation and informal presentations are included. The candidate has given a period of time to prepare his notes, thoughts etc., for the presentation. The recruiters observe the presentation and give rating accordingly and some may ask series of question regarding the presentation. In selection process in-basket exercise is a different way of selecting people. The candidate is asked to work alone to a strict deadline and this is an absolute test of management competencies. The main point of doing in-basket exercise helps the employer to gauge how well suited you are to a managerial role. By doing this the candidate gets an experience to solve the problems of the real world situation. There are few skills which include in in-basket exercise like organising, structure, planning, problem solving, problem analysis and delegating. Among all the four in-basket exercise and oral exercise plays a major role in assessment centre.

Recently in-basket has become a main focus for the entire organisation because of its usefulness in selection of various jobs. This assessment centre method as increased in all places like educational institutions, industry and business. The individuals are selected for supervisory, technical, sales or other positions. The main purpose of structured interview makes the interviewer to compare and evaluate the candidates easily and fairly. In structured interview the interviewer has a standard set of questions that are asked of all candidates. The questions will be straight forward. Usually depending upon the position these set of question are asked this may be situational, personal or observational. By this candidate skills and qualifications will be known. Many organisations will rate the candidates by asking these set of questions (for example: a 1 to 10 scale). This interview helps in getting relevant information about the candidate regarding number of issues like we can know the interest of the candidate in doing the job, we can also know the ability of the candidate whether he/she can work and adjust in any environment because the in any organisation they will look flexible guys in work. Level of maturity also plays a important role as this helps in handling any kind of situations.

Referencing for a job helps the organisation in preventing legal problems in future. The candidate had to give his reference in his application form. Before referencing he should make sure that he should give a reference of the valid person. He can’t give the reference of his family members or relatives. The candidate should make sure to take a written format of refers. Most of the candidates gets rejects in this panel because giving reference without any proof the candidate will no longer work their organisation. If the candidate has worked for any organisation he has to get their manager or team leader reference. Giving a telephone number and a mail id helps them to verify. Before selecting the candidate they will call the referrer to identify and verify the details and enquire about the performance of the candidate. This is the only way of getting a right candidate if they get any wrong information about the candidate then they will stop hiring the candidate. Before filling application form candidate should stick to the facts and no personal opinions. When an employee has been fired he/she should provide a valid reason for the dismissal which can substantiate with specific evidence and fact. Candidate should create a file of specific documentation to prove any negative statements made in reference giving.

(De Anna Rosenberg [2000] “Hiring the best person for the every job” page 243)

Ability testing is a testing in which the candidate ability of reasoning his skills in verbal, numerical and abstract levels can be known. This is a type of test in which all the reasoning questions will be asked. In abstract reasoning this is a test in which the candidate has to check the differences in group of patterns. The verbal and numerical reasoning is almost same which helps in finding out the candidate with good analytical skills. The entire questions under ability testing will be in diagrammatic forms. All the competitive tests like GRE, GMAT etc are based on this ability test but very few. Graph based questions and pie diagram based questions are asked by which the candidate ability will be proved. All organisations are following this type of test in the selection process.

Final interview which after the candidate clears all the tests then he/she as to undergo the final step in which the interviewer asks a series of question in general. Like “what kind of experience do u have?”, “which part of your work do you consider more crucial?”, “of all the work you have done, where have you been most successful?” The interviewer sees the candidate’s confidence level. This is stage should be essential because some may fail to answer in front of interviewers. This is also a rejection process and which is totally depends upon the interviewer. If the candidate acts too smart before the questions will be like based on his platform technical questions may ask for example if a computer based employee tries to act smart based on programming the questions are asked if he failed to do that then the candidate is rejected, if he answers all the questions then he should accept at any cast. In the final interview it is based only on the interviewer and sometimes he can ask general questions like and dislikes, hobbies, special interests etc. The main thing that is seen the final interview is candidate’s confidence level.

(Martin John Yate [1987] “Hiring the best” – A Manager’s Guide to Effective Interviewing page 53)

After all the tests it is time to take decisions. Of course decisions are needed at several points in a selection process. Within the overall selection ratio reductions may be needed at one or more intermediate stages. The candidate are selected only if clears all the tests. Right from the beginning the interviewers prepare a chart in which the candidates are ranked according to their performance. The ranking will be in the form of grades like A, B, C, D. At this stage all most all the unwanted candidates have rejected or filtered. For an example 240 candidates appears for an interview 80 candidates are invited for assessment centre and 15 candidates are comes to final process in which they are chosen with their grades and results.

Validation is the final stage in the whole selection process. A continues feedback of results and implications to the selectors will ensure that better decisions are made. In validation the information is needed to improve each time whenever it is collected. Validation is a type of investigation related to selection process to see if there is some kind of connection between any measures used for selection. Based on the candidate’s performance a graph is prepared and feedback is given to the candidate.

By G.M.Bolton 1983, Page 31 and 35

CONCLUSION:

No matter how much technology and mechanisation is developed a successful organisation is built on the capability of exceptional people. Without people no organisation can survive. This is done only by effective hiring process which is challenging. Along with this challenge satisfaction comes when the team builds. Well developed perception of body language plays a major role in achieving good success. (By Mark A. Luszez and Brian H. Kleiner)

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