Selection process as a function of HRM – Assignment help !

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    The selection process starts after the process of recruitment. While recruitment is an effort to attract more and more persons to apply for the job, selection process involves eliminating unsuitable persons and selecting only those candidates who are suitable for job. Hence recruitment is termed as a positive process whereas selection is referred to as a negative process.

    So, selection process is defined as a tool to differentiate between the candidates who meets the required qualifications and can perform well in achieving the organizational goals, by applying various techniques such as interview, tests and physical examination etc.


    The appointment of suitable person for a job is very much essential because the selection of wrong candidate will cause: Loss of time & money used in the whole process, more Absenteeism and Retrenchment etc.


    Selection, being an important function of management, requires a systematic approach and a set of procedure. At each stage of process, some candidates will get rejected on the basis of job requirement and selection criteria and only the suitable candidate will be able to cross the barriers and reach to the final stage.


    This is the first and important step in the process of selection. In this step, the application forms from the various candidates, is received. After receiving the application form a general scrutiny is done to reject the candidate who does not qualify for the job and inform them. It will save the time of both the business as well as candidate by not allowing them in further process of selection.


    This process involves seeing whether the candidate is suitable for the job both mentally and physically. A candidate is asked about his age, experience, qualification and hobbies etc. to take a general overview of what a person can offer to business. The rejection rate is generally high at this process.


    Candidates selected in preliminary interview are given blank application forms. This is the best way of getting detailed information about the candidate in his own handwriting. The application form basically includes:

    • Biographical details
    • Past experience
    • Education qualification
    • Extra-curricular activities
    • References etc.

    4.     TESTS:

    Use of tests for the purpose of selecting the suitable candidate became an important factor now days. But only appropriate step can help in providing good results. The test should be reliable and standardized only then they can help in selected a better candidate on uniform basis.

    5.     INTERVIEWS:

    Interviews are a great way of getting to know the candidates personality and perception through face to face contact. Interviewers can judge the candidates on the basis of appearance, communication skills, manners etc. and the candidate can also get to know about the company and the nature of job.

    6.     REFERENCES:

    At this stage, the employer investigates about the candidate from the references provided by the candidate. The process does not serve much purpose as the information received is no impartial.


    Usually at this stage, a candidate is referred from selection department to the line officers where the candidates actually have to work. At this stage, a candidate is tried from one job to another. The rejection rate is normally lower at this stage.


    Certain jobs may require some physical standards to maintain such as eyesight or hearing etc. This step makes sure that the candidate is physically fit and involves a quick examination of eye, ear, throat and sometimes heart and lung etc.


    This is the final and the most important step of selection process. It includes detailed information about the rules and regulation, job description and authority responsibility relationship. The candidate should be made aware about important places in the firm by taking him to a round of firm. It will help the candidate to get easily adjust in the new environment.

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