Every
organization or a business has their own requirements when selecting employees.
Selection process is conducted by managers or any other and uses specific tools
to choose a person or persons who like to succeed in the job. Recruitment and
selection of employees is a main activity of human resource management. Within
the organization, there are designated specialists or human resource managers
to select, acquire the workers, develop and reward them. Storey, (1995) has
implied that human resources provide the competitive environment to the
organization and recruitment and selection of employees should be in careful
manner.
Selection process of the candidates for vacant positions and finding the qualified person from the right pool of applicants has become a very significant factor. According to Gatewood (2011), knowledge, skills, and abilities of a candidate are some measurements when used in the selection process and predict the performance of candidates. Deems (1999), has emphasized that, there should be a clearly defined and a method of analyzing the measurements. The selection measurements can vary according to the position and organization. Ryan (2004), has identified the interviews and reference check as a common selection method used in organizations. “The interview and reference check are common selection measures and lowest cost, which plays a role in why those are the two most common selection measures utilized” (Andler, 2003).
Interviews
Developing a list of questions to ask a potential candidate and determining the performance of the candidates is one of main activities in the process of interviews. The selection of candidate from interview based on opinion of interviewer and advantage is ability to measure the interpersonal and communication skills of candidate during the interview (Goleman, 1998).
Reference check
Reference
check is another type of selection measure commonly used in the construction
industry. In this measure, the candidate provides a list of supportive
information on the resume or application (Andler, 2003). This is important to
make a proper judgement of the applicant about his or her past experience,
honesty and truthfulness at works.
Knowledge
test and Performance test
There are some other types of selection measures such as knowledge test and performance test. Knowledge test consists of a written or oral test for a candidate which is based on knowledge required for the position. It may include a potential situation that a candidate should face related to the position. It gives a clear idea of the decision making skill of the candidate. The cost for the performing knowledge test is more than other selection measures and the test must not discriminate against any candidates (Gatewood, 2011).Another type of selection measure is a performance test. It measures the skill and ability to perform the particular job with the expected standards. This selection measure is useful for construction projects which should predict the quality of the work in future. This selection measure is more substantial than others when considering the cost, but it is an accurate method of determining future job performance of the candidate (Gatewood, 2011).
The organization should ensure that the employee can make the decisions according to the decision making process of the organization. Also employees should have required knowledge, skills, and abilities for decision making to be successful at the vacant position. Gatewood (2011), cited that organization must have clearly identified a list of qualities that they believe are required to be successful in a certain position.
References
Armstrong, M. & Taylor, S.
(2014) Armstrong’s Handbook of Human Resource Management Practice. 13th
ed. Ashford Colour press Ltd. London.
Foot, M. & Hook, C. (2011) Introducing
Human Resources Management. 6th ed. Pearson Education Limited. Essex.
Gatewood, R., Feild,
H., & Barrick, M. (2011). Human
Resource Selection. (7th ed.). Mason, OH: Cengage Learning
Goleman,
D. (1998) Working with Emotional Intelligence.
Bloomsbury Publishing, London.
Halwatura, R. U. (2015)
‘Critical Factors which Govern Labour
Productivity in Building Construction Industry in Sri Lanka’, PM World Journal,
IV(Iv), pp. 1–13. Available at: www.pmworldjournal.net.
Jayawardane, A. K. W.
and Navaratna, D. (2007) ‘Total Factor
Productivity in the Building Construction Industry in Sri Lanka’, ENGINEE,
XXXX(01), pp. 63–70.
Storey, J.
(1995), HRM catching on International
journal of manpower. Vol, 16.No.4
According to Mathis and Jackson (2006), selection is the process of selecting the most suitable applicants. The process is guided by pre-determined selection criteria, such as job descriptions, job specifications and job profiling and commences after the recruitment process has been completed.
ReplyDeleteIt can be added that Willer, Truesdell and Kelly (2017) discussed attracting candidates to the selection process, technology is playing an increasingly important role in recruiting. Electronic technology has also been used to reduce the number of potential candidates. In particular, using online recruiting can mean that employers receive a large number of applications from inappropriate candidates, so using technology to help manage the application form can also be helpful.
DeleteRecruiting suitable and capable personal for an organization is one of the important priorities of human resource managers, in fact employees who have the desired education, abilities , job skills are the ones who are useful for the company. Those will become assets to the organization. Recruiting such employees is important and essential and can affect the success of organization in future. The two stages which are recruitment and selecting is used at the employment process of any organizations and they are complimentary of each other. Theoretical and well programed are main keys of selecting methods used, although organizations use different method for selection process which depend on their kind of structure and target (S. D. Geet, 2009).
ReplyDeleteAny recruitment process must begin with an analysis of the requirement. The role should be reduced to its basic components such as the nature of the activities, task responsibilities, the knowledge, skills and competences required to carry it out effectively and where it fits within the organization (Currie, 2006).
DeleteSelection is the process of picking individuals who have relevant qualifications to fill jobs
ReplyDeletein an organization. Selection is much more than just choosing the best candidate. It is an
attempt to strike a happy balance between what the applicant can and wants to do and
what the organization requires.( Neeraj Kumari 2012). (Aleksandra Stoilkovska and
others 2015) knows the process of selecting qualified individuals to fill vacancies in the
organization. In other words, the organization will not have much chance of success if it
fails to choose the people with the necessary qualifications because the main goal is to
hire the best person and it is a fundamental principle in equal employment
opportunities laws.
Selection is a systematic process of recruiting a suitable candidate for the right job and the right time. The most important point is for the selection process is manager should predict the suitable candidate will behave according to a request. Recruitment and selection process should carry out very smoothly since in fail of above will lead to an unsatisfied employee to the job role (Hallinger, 2007).
DeleteBased on a research conducted on highway contrition companies in USA, it has been identified the selection method used by majority of companies in hiring skilled laborers are through reference checks and few companies apart also conduct an interview as a selection method. Overall the results indicated that organizations do not place the same emphasis and importance when hiring Skilled laborers as they do when hiring office employees (Ahmed & Briggs, 2015).
ReplyDeleteSkilled labours can be considered as an asset. Add to that attracting candidates to the selection process, technology is playing an increasingly important role in recruiting. Then interviews allows to select most appropriate employee (Devi & Banu, 2014).
DeleteSelection is the process of picking or choosing the right candidate, who is most suitable for the job. It is the process of interviewing the candidates and evaluating their qualities, which are necessary for a specific job and then selection of the candidates is made
ReplyDeletefor the right positions (Kapur, R. 2018). I feel it would have been good if you started your blog on employee selection by giving an introduction to what employee selection is.
Agreed, Selection process should be able to evaluate the candidate’s suitability and expectations of the job Gatewood (2011).
DeleteSnell and Bollander (2010) define selection as a process of selecting individuals with the appropriate qualifications to fill existing or projected job opportunities. This researcher interprets the selection process as a pool of potential candidates who will fill the vacancies identified in the organization.
ReplyDeleteSelection process of the candidates for vacant positions and finding the qualified person from the right pool of applicants has become a very significant factor. According to Gatewood (2011), knowledge, skills, and abilities of a candidate are some measurements when used in the selection process and predict the performance of candidates.
DeleteAdu (2014) has mentioned six general steps for HR professionals to follow in the selection process. Those are;
ReplyDelete1. Screening or short listing
2. Selection tests: To determine previous experience and for predicting future
performance
3. Reference & background check: Verify the information that is supplied by applicants
4. Interview: Gather much information of applicants and to use that information to take selection decisions.
5. Physical Examination: Determine if applicants are fit to perform the job
6. Job Offer: The job will be offered to the applicants who have qualified
Since selection is a challenge to the organization, the organizations should use the right recruitment method in attracting the right candidate. Internal and external methods can be used when recruiting employees to the organization (Gamage, 2014).
DeleteInterview is one of the methods being used by an organization to appraise and evaluate the suitability of an applicant for the job (Cable and Judge, 1997). It could be in many forms but most organizations use the formal structured interviews to recruit and select their employees (Cassell et al., 2002). The determination in most of the industry and sectors of the economy expressed that the best person should be appointed to fill the post in order to deliver in line with the mission and vision of the organization (Donnellan, 2010).
ReplyDeleteDeveloping a list of questions to ask a potential candidate and determining the performance of the candidates is one of main activities in the process of interviews. The selection of candidate from interview based on opinion of interviewer and advantage is ability to measure the interpersonal and communication skills of candidate during the interview (Goleman, 1998).
DeleteRecruitment can be defined as the quest for and acquisition of a pool of potential candidates with the requisite expertise, skills and experience to enable an organization to select the most suitable individuals to fill job vacancies with defined job descriptions and specifications (Ahmad, 2002).
ReplyDeleteAdding to that to select most suitable employee it should ask them to apply. With the development of the World Wide Web most of the jobs and vacancies were advertised globally and it allows to job seekers to apply online for particular jobs. (Opus Recruitment Solutions, 2018).
DeleteExperts classifies interviews into several types. Werther and Davis classified interviews into; Unstructured interviews, Structured interviews, Mixed interviews, Behavioral interviewing, and Stress interviews. Armstrong (2006) classified interviews as Individual interviews, Interviewing panels; and Selection boards. Edenborough (2005) opines that structured interviews vary in form, from simple planning aids to precise prescriptions of questions aimed to consolidate vivid evidence of behavior (Benjamin, C & Igwe, A 2012). Lately interviews are prone to be on employee strength based rather than on competency based. This shall give the employer a deep insight into the candidate and help unveil the true potential within. This is a refreshing challenge to both parties and could be either a structured or unstructured one ( Debeb, D 2015). Construction companies should create a culture of recruiting by tapping existing employees as ambassadors of the firm. A referral program strategy could be ideal that provides bonuses to existing employees who recommend someone. According to HR Technologist, “employees hired via referrals come in 55% faster than those sourced through career sites and this could make a world of difference for competitive firms [and] tight schedules. ...” (Cohen, J 2019).
ReplyDeleteIt can added that Selecting the right candidate could be done using written tests, interviews, background tests, medical tests, and application evaluation. Mostly, the first selection tool used by most of the organizations are the application evaluations (Chandrashekar & Sahin, 2014). However, this will ignore the personality traits and the interpersonal skills, rather look into more of paper qualifications and experience of the candidates and hence, the most suitable employee will not be captured.
DeleteGupta and Jain(2014) defined as ,Selection is the process in which candidates for employment are divided into two classes, those who are offered employment and those who are not to be. In other words , Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires. El-Kot and Leat (2008), noted that ,there is a range of selection practices that may be used including: applications forms, curriculum vitae, one-to-one and panel interviews, psychometric testing, assessment centers, job trials, job specific aptitude or knowledge tests, graphology, group-based activities and references.
ReplyDeleteAgreed, while you within selection it should include these methods also ability test, Integrity tests, Personality describing tests, Knowledge about the job tests, Structured Interview tests, Situational tests, Physical ability tests, Realistic job previews, Forms of the applicants and Preliminary screenings
DeleteSelection is the process of selecting the most suitable candidate for the job (Kapoor, 2016). In other words, it is the process of selecting the most suitable candidates for vacant positions in an organization (Bratton and Gold, 2000) In addition, Selection is the process of selecting the most suitable person from a group of candidates for a particular position and organization (Gusdorf, 2008).
ReplyDeleteSelecting the right candidate could be done using written tests, interviews, background tests, medical tests, and application evaluation. Mostly, the first selection tool used by most of the organizations are the application evaluations (Chandrashekar & Sahin, 2014).
DeleteAccording to Kapur (2018) mentions that by selecting the ideal individual, not only the organization's productivity increase but also the relationship of the employer and the other employees increase. Therefore selecting an ideal candidate is of utmost important from the HR perspective.
ReplyDeleteAgreed with your point. According to Robinson (2017), hiring the wrong employees could costs the company, by estimation, up to ten times of the typical employee’s compensation.
DeleteKapoor (2018) says, an interview is a determined exchange of notions, the answering of questions and communication between two or more persons. Normally, an interview is a process of private conversation between people, where questions are asked and answers are obtained. The main purpose of the interviews is to acquire information about qualities, attitudes, prospectus and so forth. In various types of interviews, interviewers examine the behavior and communication abilities of the candidates.
ReplyDeleteDeveloping a list of questions to ask a potential candidate and determining the performance of the candidates is one of main activities in the process of interviews (Goleman, 1998).
DeletePreliminary Interviews are basically used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization(Durchslag & Goswami, 2008). The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews(Hecq, 2014).
ReplyDeleteAdding to your comment that ability tests are incredibly useful predictors of job performance and thus very often help in making a selection. Typically, these tests include multiple choice questions and are done with paper and pencil or via computer (Pulakos 2005).
DeleteThe employer's decision to select employees focuses on the functioning of the organization and a series of returns that are important to individuals, organizations and society. Hence, managers involved in recruiting should understand the skills and abilities required for a particular job and decide which candidates have those abilities.(Adu-Darkoh,M.2014)
ReplyDeleteIn addition to standardized tests, the use of assessment centers and work samples has gained increasing acceptance among employers. Assessment centers combine expert judgment with a variety of assessment techniques including work samples, inter-views, group exercises and, in some cases, paper-and-pencil tests. Reviews by Huck (1973), Klimoski and Strickland (1977) and Cohen, Moses, and Byham (Note 1) have summarized the impressive evidence of assessment center validity for predict-ing managerial performance.
ReplyDeleteRalf Wilden (2010) discusses, applying utility theory in the context of branding (Meffert, Burmann & Koers 2002) to the job market, provides a basis for viewing the employer brand as a signal that has the potential to create utility for both the prospective employer and potential employee. From the perspective of the potential employee the employer brand serves several functions. It provides orientation during the selection process as strong employer brands give rise to a position of ‘Employer of Choice’, and serves as a quality indicator to the employment market. Consequently potential employees consider statements given by such companies to be more trustworthy
ReplyDeleteEmployees are screened into the organization via its normal hiring processes while others are referred by existing employees. Prior literature has demonstrated that job candidates referred by the firm’s current workers are more likely to survive the selection process and tend to have better post-hire career outcomes consistent with hires through this channel being better matched to their respective firms (Fernandez et al. 2000)
ReplyDeleteAccording to Srimannarayana (2006), selection is an important function and it must be performed carefully. If unsuitable persons are selected, labor absenteeism and turnover will be high. Such persons will shirk their job and ultimately leave the enterprise. This will result in wastage of time, energy and money spent in hiring and training them. The efficiency of the organization will go down. The well-being of an organization depends greatly on the quality of its managers. Only sound selection of executives can build up the strong managerial structure of the enterprise. Errors in selection may prove very costly in future.
ReplyDelete