Strategic Selection

 

Selection is a process in which an organization selecting an individual for vacant position in the organization. Without capable and highly skilled workers, a firm will not succeed (Suwarto & Subyantoro, 2019). The aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully. It involves deciding how precisely an applicant's skills, experience, qualifications, education, and training align with the requirements outlined in the person specification (Armstrong, 2009, 529). Selection is an important factor in the domain of the organizational effectiveness and efficiency. To ensure improved organizational performance, the appropriate individuals must be placed in the appropriate positions (Abbas, Shah and Othman, 2021). 

Selection involves the use of one or more methods to assess applicant’s suitability in order to make the correct selection decision. It is also an expensive process to hire someone new into the organization. Therefore, investing time and money to hire who is not suitable for the position is a loss for an organization. It can be challenging to choose the best candidate, but the reputation of the company depends on the individuals it hires. Therefore, this is a process worth investing into from an organization perspective (Gamage,2014). The process of employee selection is generally categorized as education, reference, experience, health, written test and interviews (Suwarto & Subyantoro, 2019). Various methods of hiring procedure can be used to discover significant information about an applicant. Then it can be compared with the job specification (Mustapha, Ilesanmi & Aremu, 2013).

According to Kumari (2012) Essentials and Prerequisites for Selection are,

     §  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.

The process of selection

There is no standard procedure practice by all organizations, the following is an example of a popular method (Saviour et al. 2016).

1)  Preliminary interview – The purpose of this procedure is to reduce the number of applications in order to have more time with the candidates during formal interviews. Employers must thoroughly screen applicants in order to choose the best candidates for interviews. Screening is done based on things like educational requirements, experience, talents. The screening procedure is only carried out after this method has been adequately implemented. Interviews are scheduled for the candidates when the screening procedure is carried out properly (Kapur,2018).

      2)  Application Blank - One of the general principles of hiring procedures is to assign each step information objectives that can be best obtained by the methods of that particular step. An application blank should be used to acquire factual information. Organization should not always trust that the applicant's entries on the blank are accurate (Mustapha, Ilesanmi & Aremu, 2013).

     3)  References - The goal of the reference check is to acquire information about applicants' prior behavior and to confirm the accuracy of information provided on the application blank (Mohommad,2020).

     4)  Psychological tests - Psychological tests and assessment instruments that tap prospective employees' personality, interpersonal style, and response to stress situations (Piotrowski and Armstrong, 2006). Most large corporations that can afford a more extensive and precise screening method use some type of employment testing. Smaller organization that rarely conducts testing and instead highly dependent on the interview (Saviour et al. 2016).

Example: - Intelligence Tests, Aptitude Tests, Vocational Tests, Attitude Tests, Personality Tests (Djabatey,2012).

     5)  Interviewing - This is the most ordinary method for hiring new employees and is extensively used by all organizations. The main purpose is to determine the suitability of the applicant by getting to know their motivation, ambition, outlook (Salahudeen, Palanisingh and Gurumoorty, 2019). Interviews are conducted by an interviewer, which is a person acting on behalf of the hiring organization, and can be part of the HR department, the hiring department or upper management. The interviewer's major goal is to find the best candidate for the job. This involves finding strong applicants, then proposing and encouraging them to accept the position (Chelangat, 2011).

Example: - Group interview, Panel Interview, Video interview (Kapur,2018).

     6)  Approval by supervisor – This is the third interview is conducted. The information objectives of this interview may well overlap those of the preceding one. The organizational relationships often require that the supervisor be given the right to pass upon personnel. Otherwise, he or she cannot be held accountable for their performance. Interviews are typically used to evaluate highly evaluative traits including personality, interpersonal skills, and leadership potential. In such cases, the supervisor, who is more familiar with the actual Job conditions and the type of individuals currently employed in the department should also provide an evaluation (Saviour et al. 2016).

     7)  Physical examination - Either it may or may not be part of selection process. In certain jobs like the armed and police physical examination is compulsory due to the requirements of the job. However, for generally white-collar jobs physical examination may not be required (Salahudeen, Palanisingh and Gurumoorty, 2019).

      According to Hamza et al. (2021), the recruiting process through some steps which detailed in below figure.

Source – (Hamza et al. 2021)

List of references

• Abbas, S.I., Shah, M.H. and Othman, Y.H. (2021) Critical review of recruitment and selection methods: understanding the current practices. Annals of Contemporary Developments in Management & HR (ACDMHR), 3(3) pp.49-50.
• Armstrong, M. (2009) Armstrong’s handbook of human resource management practice. 11^th edition. Kogan page: London and Philadelphia.
• Chelangat,J. (2011) Strategies used by Huawei technologies (k) co, LTD in recruiting employees. School of Business, University of Nairobi, pp.10-11.
• Djabatey,E.N. (2012) Recruitment and selection practices of organisations, a case study of hfc bank (gh) ltd, Kwame Nkrumah University of Science and Technology, p.18.
• 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.40-42.
• Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G. (2021) Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3) pp.2-5.
• Kapur, R. (2018) Recruitment and selection. ResearchGate, [online] Available at: https://www.researchgate.net/publication/323829919_Recruitment_and_Selection  [Accessed 17 August 2022].
•  Kumari, N. (2012) A study of the recruitment and selection process: SMC global. Industrial Engineering Letters, 2(1) p.35.
• Mohammad, A. (2020) A review of recruitment and selection process. ResearchGate, [online] Available at: https://www.researchgate.net/publication/341787517 [Accessed 17 August 2022].
• Mustapha,A.M., Ilesanmi,O.A. and Aremu,M. (2013) The impacts of well planned recruitment and selection process on corporate performance in nigerian banking industry. International Journal of Academic Research in Business and Social Sciences, 3(9) pp.638-639.
• Piotrowski,C and Armstrong,T. (2006) Current recruitment and selection practices: a national survey of fortune 1000 firms. North American Journal of Psychology, 8(3) p.489.
•  Salahudeen, V.A., Palanisingh, V. and Gurumoorty, T.R. (2017) Emerging trends in recruitment and selection. Pezzottaite Journals, 6(2) p.3169.
•  Saviour, A.W., Kofi. A., Yao, B.D. and Kafui, L.A.(2016) The impact of effective recruitment and selection practice on organisational performance (A case study at university of ghana). Global Journal of Management and Business Research: A Administration and Management, 16(11) pp.27-28.
•  Suwarto, F. and Subyantoro, A. (2019) The effect of recruitment, selection and placement on employee performance. International Journal of Computer Networks and Communications Security, 7(7) p.128.