Learn the employee selection definition and how it takes place in an organization.

Employee selection definition, formula and examples

Selection and recruitment of employees are common in companies. The most common employee selection definition refers to it as the process of interviewing and assessing job applicants for a particular position and finding the suitable individual depending on selection criteria. The process of selecting new employees can be simple or complex based on the kind of position or company.

Basic methods of employee selection

Employee selection entails putting the right candidate for the position being sought. To ensure effectiveness, the selection of employees is carried out in stages. First, the employer or the human resource officer administers the initial interviews. This stage helps to cut off inappropriate candidates, according to the information that is outlined in the application forms. However, it is also a form of public relations practice. It depicts the company’s focus on offering equal opportunities to all job seekers.

Next, those candidates who pass the interviews are invited to take job tests. These tests vary widely based on the company and the positions. They can include ability tests, aptitude tests, and personality tests. Their main goal is to determine if the candidate can conduct the responsibilities of the new job as required. Other related tests include medical, interest, psychometric, and graphology tests.

Employment interview follows the tests. It can involve one-to-one interviews, panel, and/or sequential interviews. Furthermore, there can be other forms of interviews including behavioral, stress, unstructured, and structured interviews.

In addition, the employer carries out background checks and confirms the references provided by the applicant. As the employer, you are entitled to credible information from the job applicant, for the good of the organization. Therefore, conducting the background check on the candidates, before appointing them, is quintessential. For instance, a job applicant might have a criminal record that can affect their selection for the position. To confirm the references, you can contact or send mail to the individuals.

Once you have conducted the preliminary interviews, the tests, and the employment interview, you should be in a position to make a decision regarding the employee selection. As the line manager, you are mandated to make a decision on various candidates, since you are responsible for their job performance in the future. Depending on the job, a physical examination will come next. Finally, the manager needs to offer the job to the successful applicants by sending them an appointment letter. The letter should encompass the employment terms, compensation, and benefits, among other related aspects.

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