Page 91 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes Introduction

Selection process leads to creation of a contractual relation between employer and the employee.

6.1 Definition

It is a process of differentiating between applicants in order to identify (& hire) those with a
greater likelihood of success in a job.
It involves steps leading to employment of persons who possess the ability and qualifications to
perform the jobs which have fallen vacant in the organization.

It is basically a matching process, that is finding "FIT" between person and job.

6.1.1 Differences between Recruitment and Selection

1. Recruitment means searching for sources of labour and stimulating people to apply for
job, whereas selection means selection of right kind of people for various jobs.

2. Recruitment is a positive process whereas selection is a negative process.
3. It creates a large pool of applicants whereas selection leads to screening of unsuitable
candidate.

4. Recruitment is a simple process, it involves contracting the various sources of labour
whereas selection is a complex and a time consuming process. The candidate have to clear
a number of hurdles before they are selected for a job.

6.2 Selection Process: Steps in Selection Procedure

6.2.1 Preliminary Interview or Screening

When large number of applicants are available, the preliminary interview is desirable for both
the company and the applicant. The main objective of such interview is to screen out undesirable/
unqualified candidate at the very outset. Care should be taken to ensure that the "weeding out"
process does not lead to the elimination of desirable workers. Six items have been suggested as
knock-out factors in the preliminary screening programme of sales executives. They include:
1. Instability of residence
2. Failure in business within two years

3. Divorce or separation within two years
4. Excessive personal indebtedness
5. Too high a standard of living
6. Unexplained gap in the employment record.

This is also known as courtesy interview.
6.2.2 Application Form

It is traditional & widely accepted for serving information from the prospective candidate.
Many companies formulate their own style of application form depending upon the requirement

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