Staffing
Selection
Design a selection process for a job.
Selection is choosing the best candidate from the pool. Unlike recruitment, which adds applicants, it rejects most of them, so it is called a negative process. Its steps:
- Preliminary screening: sorting the applications, and short preliminary interviews, to drop unsuitable candidates.
- Selection tests, of several kinds (see the table below).
- Employment interview: an in-depth conversation to judge the candidate's suitability.
- Reference and background checks: asking previous employers and people who know the candidate. This matters most where trust is vital, such as a security firm or a bank.
- Selection decision: the final choice, which must have the manager's agreement.
- Medical examination: to check the candidate is fit for the job.
- Job offer: a letter of appointment.
- Contract of employment: signing an attestation form and a contract that states the job title, duties, pay, hours, leave, and the grievance and disciplinary procedures.
The main selection tests:
| Test | Measures |
|---|---|
| Intelligence | mental ability, decision making |
| Aptitude | potential to learn new skills |
| Personality | emotions, maturity, values |
| Trade | the skills a person already has |
| Interest | likes and dislikes about work |
Screen, test, interview, check, decide, examine, offer, contract.
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