Question

Mention any four steps adopted by an organisation in its staff selection procedure.

State and explain any three steps involved in the selection procedure.

Answer 1

1. Preliminary Screening: This step is important to verify if the candidate meets the basic eligibility criteria. The preliminary interview is usually short and informal, aimed at filtering out clearly unsuitable applicants.
   Job seekers are welcomed at the company’s reception, where a receptionist or designated official speaks with them briefly to decide whether it's worthwhile for them to proceed. Only those who meet the minimum qualifications and show potential are handed the application form, also called the application blank. This step is helpful for both sides: the employer saves time and effort by not having to process irrelevant applications, and candidates avoid going through a lengthy process only to be rejected later.
2. Application Blank: An application form includes fields for details like the candidate’s name, age, address, educational qualifications, and work experience. Various types of forms are used in actual practice, but each should be concise while still collecting all necessary information. The application blank plays a key role in the selection process, as it provides a comprehensive and lasting record of the applicant. It offers insight into the candidate’s interest and suitability for the role, allowing for preliminary assessments. Moreover, it helps in preparing relevant interview questions based on the information provided.
3. Selection Tests: Once the applications are reviewed, a list of selected candidates is created for further tests and interviews. Tests have become a common method to screen applicants, based on the belief that a person’s traits and job behaviour can be predicted through sampling. As individuals vary in their mental and physical attributes, different types of tests are used to evaluate these qualities. Such tests help in determining a candidate’s job suitability and in setting performance benchmarks. However, they are not entirely dependable and require both time and financial resources. They are more effective in weeding out unfit candidates rather than selecting the best ones. Therefore, tests should be used as a supporting tool, not a standalone method of selection. Psychological tests assess personality traits like dominance, adaptability, emotional stability, aggression, and tolerance and must be carefully selected to ensure accuracy and reliability.
4. Final Interview (FI): An interview involves a direct conversation between the employer and the candidate. During this interaction, the interviewer asks both general and job-specific questions, and the candidate’s responses are evaluated. It is one of the most commonly used methods in the employee selection process, as certain traits can only be assessed through face-to-face interaction. However, interviews have some limitations:
   • They are often costly and time-consuming.
   • Interviews can only evaluate a person’s personality, not their actual job-related skills.
   • If the interviewer lacks experience or skill, they may fail to gather important information.
   • Additionally, personal biases or judgments may affect the outcome, leading to inaccurate or unfair results.