Selection in HRM

 Selection in HRM

Selection is the process of choosing the right candidate for the right job opportunity. According to (Opatha, 2009) “selection is the process of making the choice of the most suitable applicant from the pool of applicants recruited to fill the relevant job vacancy.” Furthermore, (Yoder, 1972) states that it is a process where candidates are divided into two classes whose who will be offered employment and those who will not. Moreover, (Koontz & O'Donnell, 1972)  states that “Selection is the process of choosing from among the candidates, from within the organization or from the outside, the most suitable person for the current position or for the future position.”

Selecting the proper candidate is helpful in building a suitable workforce and therefore, its significance is crucial and an important function in an organization. The risk of improper selection would result in labor absenteeism and a high turnover rate. Selecting a suitable candidate is a difficult task which is both time consuming and costly. According to (Henry & Temtime, 2009), the business performance relates to the people working within it, therefore, it is pivotal that the right individual must be hired to ensure success. Furthermore, (Gamage, 2014) states that the objectives of the selection function process are:

  1.         To get the right individual for the job opportunity
  2.         Establish and maintain a good image
  3.         Maintain the selection process as cost effective as possible

The selection process could be done internally or externally. In the event of selecting candidates within an organization, there would be no such internal selection process (Gill, 2021). However, qualities such as efficiency, work experience, time management and technical ability will be observed. For external selection would be when the individual comes through external sources of recruitment and would follow a selection process (Kepha, et al., 2014).

The hiring procedure is not one single act but a series of steps and methods. Selection procedures differ from job to job and organization to organization. Therefore, there is no standard procedure for organizations to adopt. The main steps in the selection process are:

  •        Preliminary Interview
  •        Application blank
  •        Selection tests
  •        Employment interview
  •        Checking of references
  •        Physical examination
  •         Final approval

The selection process should be done based on several principles such as policy of recruitment in accordance with the organization, adhering to government rules and regulations, recruitment by a committee, clear policy of recruitment, flexibility, impartiality, and job security. In conclusion, a good selection process can help achieve organization goals and objective by searching for suitable, skilled and talent candidate for the organization (Sharma & Pandit, 2021).

References

Gamage, A. S., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance.. Ruhuna Journal of Management and Finance, 1(1), pp. 37-52.

Gill, N. S., 2021. Recruitment and Selection Procedures in Human Resource Management. International Journal of Computer Science and Mobile Computing, 10(2), pp. 45-49.

Henry, O. & Temtime, Z., 2009. Recruitment and selection practices in SMEs: Empirical evidence from a developing country perspective. Advances in Management , 3(2), pp. 52-58.

Kepha, O., Mukuli, E. & Waititu, G. A., 2014. The influence of recruitment and selection on the performance of employees in research institutes in Kenya.. International Journal of Science and Research, 3(5), pp. 132-138.

Koontz, H. & O'Donnell, C., 1972. Principles of Management. New Delhi: McGraw Hill.

Opatha, H. H., 2009. Human Resource Management. 1st ed. Colombo: Sharp Graphic House (Pvt) Ltd.

Sharma, P. & Pandit, S., 2021. A CASE STUDY ON THE SELECTION AND RECRUITMENT PROCESS IN THE NGO OF SHIMLA. International Journal of Multidisciplinary Educational Research, 10(7), pp. 102-113.

Yoder, D., 1972. Personnel Management and Industrial Relations. New Delhi: Prentice Hall - India .

 

Comments

  1. Dehara de ZoysaDecember 6, 2022 at 7:58 AM

    Onita, this is a very informative blog post. The general steps of selection will start off with the initial screening interview and end with the final job offer. While the steps in between will change according to the need of the organization, each steps is needed to expand the knowledge of the applicant so that the decision makers can make the best suited choice for the job role that is vacant (Kamran et al., 2015).

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    Replies
    1. Onita JayawardenaDecember 9, 2022 at 4:42 AM

      Thank you for the comment Dehara. Agreed. The procedure can vary from organization to organization. It is a process of matching organization requirements with the skills and qualifications of people (Thiruvenkatraj & Nirmal, 2018).

      Delete
  2. NaushadDecember 6, 2022 at 9:14 AM

    Hi Onita, Bharthvajan, R, Kavitha, S, Hussain, J (2018) stated that recruitment & selection are important in HR in any organization. Good recruitment & selection methods which can affect a company in good manner. It is to find the employees in an organization.

    ReplyDelete
    Replies
    1. Onita JayawardenaDecember 9, 2022 at 4:43 AM

      Thank you for the comment Naushad. Agreed. Further to that employees are crucial to an organization as they offer perspectives, attributes, and values in a unique way to an organization (Gill, 2021).

      Delete
  3. Romeda WijewardeneDecember 8, 2022 at 2:57 AM

    Agreed with the content Onita. Further, the selection tests are used to collect information about applicants that cannot be gained through application forms or interviews (Campion et al., 2019). This helps match a person's attributes with a role so that the best candidate for the job may be hired. various assessments, including IQ testing, achievement tests, aptitude tests, personality tests, and integrity assessments (Nikolaou & Oostrom, 2015). Every stage of the selection process is necessary to strengthen the organization's understanding of the applicant's background, skills, and motivation as well as to provide more data on which the decision-makers may base their ultimate decision. (Kamran et al., 2015)

    ReplyDelete
    Replies
    1. Onita JayawardenaDecember 9, 2022 at 4:46 AM

      Thank you for the comment Romeda. Agreed. The steps involved in the selection process such as committing to hiring the right person, not rushing the process, partnering with stakeholders, using previous job benchmarks as a personality assessment and using structured interviews can be helpful in selecting the best talent and skilled candidate for the job opportunity and thus adding value to the organization (Thiruvenkatraj & Nirmal, 2018).

      Delete

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