SELECTION

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Selection is a process of evaluating and interviewing candidates for a particular job and selecting the right person for the right position (Abdullah & Abdul Rahman, 2015). Once the organization has decided on the appropriate means through which they will recruit potential candidates for the job their next task is to identify the most appropriate and effective method to use in order to select the right person. When there is a vacant position in an organization (Anwar & Abdullah, 2021).


Selection involves matching the requirements of a job with the attributes of the candidates. This is facilitated by drafting a 'person specification' defining the background, education, training, personality, and other characteristics of the ideal candidate. The person described may not exist, but the process of drafting a person specification creates a standard against which candidates can be compared. (Anwar and Abdullah, 2021).
 
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires. Badubi, 2017).


Selection as the assessment of candidates for vacant jobs and the choice of the most suitable people. Hannagan (1995). Selecting the right employees is important for three main reasons: performance, costs and legal obligations. (Anwar and Abdullah, 2021).


Selection Process

The selecting process includes a progression of steps to be taken after for picking the suitable employee for the empty position (Anwar & Abd Zebari, 2015). This procedure begins after recruitment and partitions the competitors into two sections the individuals who will be offered work and those who won't be (Anwar & Surarchith, 2015). 

There is a need of a composed determination process in light of the fact that at exactly that point right kind of applicant can be chosen and unsatisfactory candidates are rejected. The selection process changes from association to association and even from one department to another department inside of the same association (Anwar, 2017). Like in a few associations therapeutic examination is done after a definite choice while in others it might be done before a conclusive choice (Ali, 2016).

 

Source (Ahaduzzaman, 2018)

‌Essentials and Prerequisites for Selection:

  • Picking individuals possessing relevant qualifications.
  • Matching job requirements with the profile of the candidates.
  • Using multiple tools and techniques to find the most suitable candidate suitable Of achieving success on the job. 

(International Journal of Social Sciences & Educational Studies, 2017)


Selection Goal

‍The main goal of staff selection is to ensure an organized, transparent, and fair process to identify the perfect candidate. Our secondary goals should include the following: (Golec & Kahya, 2007).

  • Find a candidate who matches the organization’s needs and can fill the job opening.
  • Determine how far the employee wishes to go in the organization. In other words, assess whether they want to make a career at the company and if they intend to remain for a period of time.
  • ‍Reduce the costs to the company by making the right decision. The organization invests a significant amount in every new hire. If the employee leaves shortly after, it’s the company that loses out.
  • ‍Reduce the turnover rate and absenteeism. Choosing the right candidate will improve these metrics. It will also improve productivity and the company’s market position.
  • Create and standardize technical criteria to ensure the selection process is carried out objectively.
  • Design and define a testing and interview process to identify the best candidates.
  • Guarantee equal opportunities for all candidates.


References:

&amp;Practices and Hannagan, T., 2022. Management. [online] Goodreads.com. Available at: <https://www.goodreads.com/book/show/6796988-management> [Accessed 31 August 2022].

Abdullah, N. and Abdul Rahman, M., 2015. The Use of Deliberative Democracy in Public Policy Making Process. SSRN Electronic Journal,.

Ahaduzzaman, M. (2018). Selection Process in Human Resource Management (HRM). [online] BBA Lectures. Available at: https://www.bbalectures.com/selection-process-human-resource-management/.

Anwar, G. and Abdullah, N., 2021. The impact of Human resource management practice on Organizational performance. International Journal of Engineering, Business and Management, 5(1), pp.35-47.

Anwar, G. and Surarchith, N.K. (2015). Factors Affecting Shoppers’ Behavior in Erbil, Kurdistan – Iraq. ProQuest, [online] pp.10–16.

 ‌Anwar, G., Bafer and Zebari, A. (2015). The Relationship between Employee Engagement and Corporate Social Responsibility: A Case Study of Car Dealership in Erbil, Kurdistan. International Journal of Social Sciences & Educational Studies, [online] 2(2). 

Anwar, K. (2017). ANALYZING THE CONCEPTUAL MODEL OF SERVICE QUALITY AND ITS RELATIONSHIP WITH GUESTSâ€TM SATISFACTION: A STUDY OF HOTELS IN ERBIL. The International Journal of Accounting and Business Society, [online] 25(2). 

International Journal of Social Sciences &amp; Educational Studies, 2017. A Case Study on Corporate Social Responsibility: A Study on Awareness of CSR – Evidence from Private Company in Erbil. 4(2).

Golec, A. and Kahya, E. (2007). A fuzzy model for competency-based employee evaluation and selection. Computers & Industrial Engineering, [online] 52(1), pp.143–161. doi:10.1016/j.cie.2006.11.004.

Comments

  1. Dulshan EdirisuriyaSeptember 3, 2022 at 10:22 AM

    Hi Shafaz,
    As you have mentioned selection process should be carried out objectively. But in a study in USA in 2008, 3:1 hiring managers have responded in favor of subjective hiring. the reason they mentioned is that they can read in between the lines during the interview of a subjective hiring (Rozario, Venkatraman and Abbas, 2019)

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 11:33 AM

      Hi Dushan! I would like to mention two reasons why subjective hiring can kill a business.
      1 It leads to non-diverse teams. The more subjective your hiring decisions, the less diverse your team will become.
      2. A rapidly shrinking pool of candidates. 3 out of 4 candidates will not join a company if there is no clear strategy in place for ensuring equal opportunities in hiring. And without candidates, you can say goodbye to your growth.
      (Dianne Weinstein 2012)

      Delete
  2. Nimshi RanawanaSeptember 8, 2022 at 9:27 AM

    Well explained. As per Nikolaou (2021), more lately, two new selection techniques have drawn more interest.
    1. asynchronous interviewing / video or digital interview
    The kind of interview where applicants must record and upload their online responses to a predetermined set of interview questions.

    2. gamification/games-based assessment (application reaction and candidate experience)
    Game features being used in areas other than gaming such as recruitment and selection

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 11:48 AM

      Hi Nimshi! Agree. Also to add, Videoconferencing as a communication technology allows for a real-time, online synchronous conversation to occur, with the ability to send and receive audiovisual information (Salmons, 2012). Compared with other online methods for qualitative data collection (i.e., email interviews, online forums, and instant messaging), videoconferencing more closely resembles the in-person qualitative interview (Tuttas, 2015).

      Delete
  3. Saleem Mutaliph September 30, 2022 at 10:59 PM

    Superb Explanation Shafaz, Adding something more , Employee selection as an aspect of human resourcing,
    in a wider context of human resource management. The effective acquisition and utilization of an organization's human resources is central to the growth, viability
    and survival of any organization (Jones & George, 2006).

    ReplyDelete

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