Skills and Competency Interview Rating Sheet -weighted Testing and other Selection Methods Tests and other selection methods such as requesting work or writing samples and presentations are additional tools used to assess candidates.
Learning Objective Be able to name and discuss the steps in the selection process.
Once you have developed your recruitment plan, recruited people, and now have plenty of people to choose from, you can begin the selection process. The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening.
Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management HRM is to define and guide managers in this process. In addition, there are the costs of testing candidates and bringing them in from out of town for interviews.
Because of the high cost, it is important to hire the right person from the beginning and ensure a fair selection process. In this chapter, we will discuss what goes into making the best hiring decision. The selection process consists of five distinct aspects: The first aspect to selection is planning the interview process, which includes criteria development.
Criteria development means determining which sources of information will be used and how those sources will be scored during the interview. The criteria should be related directly to the job analysis and the job specifications.
In fact, some aspects of the job analysis and job specifications may be the actual criteria. In addition to this, include things like personality or cultural fit, which would also be part of criteria development.
This process usually involves discussing which skills, abilities, and personal characteristics are required to be successful at any given job. Some organizations may need to develop an application or a biographical information sheet.
Most of these are completed online and should include information about the candidate, education, and previous job experience.
Once the criteria have been developed step oneapplications can be reviewed. Most people do not have time to review twenty or thirty candidates, so the field is sometimes narrowed even further with a phone interview.
This is discussed in Section 5. Any number of tests may be administered before a hiring decision is made. These include drug tests, physical tests, personality tests, and cognitive tests. Some organizations also perform reference checks, credit report checks, and background checks.
Types of tests are discussed in Section 5. Once the field of candidates has been narrowed down, tests can be administered. The last step in the selection process is to offer a position to the chosen candidate.Recruitment and Selection: Hiring the Right Person By Myrna L.
Gusdorf, MBA, SPHR Recruitment and Selection: Hiring the Right Person participate in the recruitment and selection process.
Nov 17, · Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisatio n.
Recruitment and Selection: Hiring the Right Person By Myrna L. Gusdorf, MBA, SPHR Recruitment and Selection: Hiring the Right Person participate in the recruitment and selection process.
Recruitment and Selection 5 Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. Recruitment and Selection 5 Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization.
Recruitment and Selection process is defined as the process through which the best individuals are selected among a pool of applicants for particular positions of job.
Mostly managers consider selection process as one of their critical decision functions in the organization.