MEMORANDUM

To: Managers, Signature Global Inc.

From: Saurabh Sengar
Date: September 17, 2017

Subject: Proposal for selection method

Due to need a of selection process of candidates, I Saurabh Sengar, Compensation and Benefits manager
would like to propose a method. This selection method includes major steps of selection process,
information gathering and filtering techniques, interviewing process and final candidate selection
method.
Selection is a process comprises of specific instruments used by a firm to choose a suitable applicant
from the pool of applicants possesses the required skills, knowledge and other traits which makes
him/her the success of the job. It can be perceived as an opportunity by the managers to analyze and
revise the position’s goals, duties, and responsibilities and determine the qualification, both technical
and behavioral factors, sought in an employee to maximize the productivity of the job.

Proposed Selection Method

Analyze the job description and revise the technical and behavioral
Job Analysis qualifications required in an applicant for the job.

Advertising the job through targeted online jobsites, newspaper,

Advertisement social networking sites, trade publication and asking for reference.

Application blank/form Gathering applicants resumes, CV’s and filtering them through
and questionnaire recruiting softwares and asking questionnaire.

Organizing quantitative, cognitive thinking and other types of test

Written Test to shortlist the appropriate candidates.

Organizing face to face (preferred), online interviews to assess

Interview applicability of candidates by analyzing their potentials, attitude,
behavior and interests of the applicant

Medical Examining the physical capabilities of applicants according to

Examination description of the job.

Disclosing details regarding salary, terms of employment,

Initial Job Offer employment bond if any to qualified applicants.

After giving a thought to initial job offer, applicants give their consent
Acceptance/Rejec over the offer. Applicants who are happy with offer send their
tion Letter acceptance letter within a certain time limit.

Final Offer/Letter Candidates who send their acceptance letter are given the letter of
appointment which includes the name of applicant, salary, terms of
of appointment employment, employment bond, date of joining etc.

On the date of joining, the employee is introduced to the company

Induction and other employees through induction program.
 Information gathering and filtering methods
 Surfing online targeted jobsites specifically those which are linked with applicants possessing the
required qualification, skills or have previous experience in that field.
 Calling for online application forms proceeding with a questionnaire to filter the suitable applicants.
 Advertising through newspaper, social networking sites and asking potentials candidates to send
their application forms.
 Asking for the current employees for references which are more reliable than any of this above
mentioned method.
 Using recruiting softwares to shortlist resumes and CV’s.
 Asking professional recruiters, consultancy or firms for the potential applicants as they have better
connections.
 In case of campus recruitment, asking college administration for information and data of potential
applicants.

Interview Process
After shortlisting the potential candidates, interview is scheduled as soon as reasonably possible to
avoid loss of candidates due to delays.

The structure of interviews should be decided in advance by determining who will chair the panel and
what type of questions will be asked to cover all of the elements of the person specification. The
questions to be asked should be discussed among the panel in advance to avoid overlapping or
repetition and panels may find it helpful to discuss their expectations of full answers to the questions,
prior to the interview.

Same type of questions should be asked with all candidates. Interview questions should be rephrased so
that they do not favor any one candidate or group of candidates. In case of incomplete and ambiguous
answers, supplementary questions should be used to probe for further information or clarification.
Candidates should be asked for the reason for any gaps in their employment history. Care must be
taken to avoid asking questions that could be construed as discriminatory.

Interview notes must be taken by each panelist which assist the panel to make an informed decision
based on the content of the interviews. These notes must relate to how candidates demonstrate their
skills, knowledge, experience and abilities in relation to the person specification.

Internal applicants feedback should be given after interviews and it should be specific, relating to the
person specification, and honest. A good feedback should balance the applicants' weaknesses with some
positive points.

Final Selection Method

During the process, score is assigned to different tests and interviews and according to the final score,
the candidate is qualified for initial job offer.

In case of any ambiguity and any doubt, candidates can be asked to present a presentation on a topic.
The topics assigned must belong to same topic area and the time of presentation, venue and other
information should be declared before the presentation.