The size of the labor market, the image of a company, the place of posting the nature of job, the compensation package and a host of other factors influences the manner in which job aspirants are likely to respond to the recruiting efforts of a company. Through the process of recruitment, a company tries to locate prospective employees and encourages them to apply for vacancies at various levels Recruiting thus provides a pool of applicants for selection
The select means to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates.
The purpose of selection is to pick up the most suitable candidates who would best meet the requirements of the job and the organizations – in other words, to find out which job applicant will be successful , if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience etc . The needs of the job are matched with the profile of candidates the most suitable person is then picked up after eliminating the less suitable applicants through successive stages of the selection processes. How well an employee is matched to a job is very important because it directly affects the amount and quality of the employees work. Any mismatch in this regard can cost an organization a great deal in terms of money, time and trouble, especially by way of training and operating costs. In course of time, the employees may find the job distasteful and leave in frustration. He may even circulate hot news and juicy bits of negative information about the company causing incalculable harm in the long run. Effective selection, therefore demands constant monitoring of the fit between the person and the job.
Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next. The important steps in the selection process are typical to every organization. The time and emphasis placed on each step will of course vary from one organization to another and indeed from job to job within the same organization. The sequencing of steps may also vary from job to job and organization to organization. For example, some organizations may give importance to testing while others may emphasise on interviews and reference checks. Similarly, single brief selection interview might be enough fro applicants for lower level positions, while applicants for managerial jobs might be interviewed by a number of people.
A company is known by the people it employs. In order to attract people with talent skills and experience a company has to create a favorable impression on the applicants right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly . If no jobs are available at that point of time, the applicant may be asked to contact the HR department after a suitable period of time has elapsed .
A preliminary interview is generally planned by large organizations to cut costs of selection by allowing only eligible candidates to go through the further stages in selection. A junior executive from the HR Department may elicit responses from applicants on important items determining the suitability of an applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc this courtesy interview as it is often called department screen.
Source: HRM VSP