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Meaning of SELECTION:
Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. The difference between recruitment and selection: Recruitment is identifying n encouraging prospective employees to appl y for a job. And Selection is selecting the rig ht candidate from the pool of applicants . Selection process starts where recruitment ends SELECTION PROCESS Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. Environment factor affecting selection: Selection is influenced by several factors. More prominent among them are suppl y and demand of specific skills in the labor market, unemployment rate, labor- market conditions, legal and political considerations, companys image, companys policy, human resources planning and cost of hiring. The last three constitute the internal environment and the remaining form the external environment of selection process.
The following chart gives an idea about selection process: External environment
Internal environment
Preliminary interview
Selection test
Rejected Application
Employment interview
Selection decision
Physical examination
Job offer
Employment contract
Evaluation
Here I am going to discuss about the selection process for following post. :
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Credit analyst Financial analyst Marketing manager Project manager Sales manager Investment Fund Managers Logistics Managers Supply Chain Managers Quality Control Analysts Human Resources manager
For all the above post after completing the recruitment process we go for the initial screening and phonic interview.
Step two
Common for all the above post After initial screening, preliminary interview would be done.
The phone screen allows the employer to determine if the candidate's qualifications, experience, workplace preferences and salary needs are congruent with the position and organization. The phone screen saves managerial time and eliminates unlikely candidates. The format of phonic interview should be like follows:
Candidates Name: ____________________________________________ Todays Date: ______________ Resume Attached: YES ___ NO ___ Position Title/Location: ________________________________________ Question: Tell me about yourself. Q: What have your achievements been to date? Q: Are you happy with your career-to-date? Q: What is the most difficult situation you have had to face and how did you tackle it? Q: What are your strengths? Q: What is your greatest weakness?
Learn About Past Company and Job in the Phone Interview Q: Why do you want to leave your current employer?
Give me an example of when you have had to face a conflict of interest at work. Tell me about the last time you disagreed with your boss. What size was the organization where you last worked in terms of revenue and employees?
What were the organizations primary products and markets? If the person had reporting staff, how many people reported to you directly what were their titles?
If the candidate is not currently working, why and when did you leave your most recent position? How have you spent your time since you left your most recent position? To Determine the Candidate's Degree of Success During the Telephone Interview
How did your most recent position support the accomplishment of the mission of your organization?
In your previous position, what do you consider your greatest accomplishment(s) What were your most significant failures? How would your supervisor and coworkers describe your work? What is your reason for leaving your current position? If currently employed, what would need to change at your current position for you to continue to work ther? To Determine Candidate's Work Environment and Cultural Needs
Step third:
Employment test or aptitude test: It is basically consist of puzzle, reasoning, grammar and numerical aptitude. It can be varied for post to post.
Step four:
Comprehensive interview: At this stage we would specifically interviewed each candidate for the different posts.
and trenching?
1. 2. 3. 4. 5.
How do you measure your own performance? What kind of pressures have you encountered at work? Are you a self-starter? Give me examples to demonstrate this? What changes in the workplace have caused you difficulty and why? This position requires familiarity with a fully automated warehouse, including an integrated accounts database. Can you tell us about your experience working with these systems? 6. Give us an example of client relationship management in a problem scenario in which the client has a legitimate reason for complaint 7. What do you bring to our business, in terms of values?
The current emphasis on security and identity-verification The increasing cost of a bad hiring decision, both to a company's budget and reputation The increased scrutiny that management is now subject to following a number of highprofile corporate scandals An increased awareness of the amount of inaccurate information provided by job candidates. Current estimates suggest that up to 40 percent of resumes include false or inflated information.
Typically, this report includes criminal histories and credit reports. More frequently employers are requesting driving records and verification of education and qualifications.
Job offer letter: Job offer letter includes the following things
Location Hours of work reimbursement policy The job responsibilities expectations Career development opportunities The manager/boss Compensation Health/dental insurance Life insurance Vacation time Personal days and Sick days Maternity and Family leave The workplace Job security