What is the significance of employee selection

Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job.

It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here.

Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization.

The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews.

Read Judgment Below. What is estoppel? A intentionally and falsely leads B to believe that certain land belongs to A, and thereby induces B to buy and pay for it. The land afterwards becomes the property of A, and A seeks to set aside the sale on the ground that, at the time the sale, he had not title. He must not be allowed to prove his want to title.

When candidate is not aware of the criteria of selection under which he was subjected in the process and the said criteria for the first time is published along with final result dated Further when the written examination as notified earlier was scrapped and every eligible candidate was called for interview giving a go bye to a fair and reasonable process for shortlisting the candidates for interview, that too only by Chairman of the Commission whereas decision regarding criteria of selection has to be taken by Commission, the candidates have every right to challenge the entire selection process so conducted.

The Division Bench of the High Court is right in its conclusion that the selection criteria, which saw the light of the day along with declaration of the selection result could be assailed by the unsuccessful candidates only after it was published. Similarly, selection process which was notified was never followed and the selection criteria which was followed was never notified till the declaration of final result, hence, the writ petitioners cannot be estopped from challenging the selection.

We, thus, hold that the writ petitions filed by the petitioners could not have been thrown on the ground of estoppel and the writ petitioners could very well challenge the criteria of selection applied by the Commission, which was declared by the Commission only at the time of declaration of the final result.

The selection and appointment on post in the State have to conform to the fundamental rights guaranteed to the citizens under Articles 14 and The objective of a State in selecting persons into public service has always been to select the best and most suitable person. Applications were invited by the appellant Bank for the post of Peon by publishing an advertisement in the local newspaper.

It specifically provided that a candidate should not be a Graduate as on The respondent herein, though a Graduate, applied for the said post. Court held that. A greater latitude is permitted by the Courts for the employer to prescribe qualifications for any post. There is a rationale behind it. Qualifications are prescribed keeping in view the need and interest of an Institution or an Industry or an establishment as the case may be.

The Courts are not fit instruments to assess expediency or advisability or utility of such prescription of qualifications. However, at the same time, the employer cannot act arbitrarily or fancifully in prescribing qualifications for posts. Further court relied up on Kendriya Vidyalaya Sangathan v.

Rangaswamy v. Yogesh Kumar v. Deviation from the rules allows entry to ineligible persons and deprives many others who could have competed for the post.

Although the future looks very uncertain for many businesses, some are seeing a rise in demand like they have never seen before.

Some businesses in retail, healthcare and online services, for example, are expanding dramatically and looking to hire staff as quickly as possible. It can be tempting to hire as quickly as possible, but it is important to take as much care in employing the right people as you always have.

As an employer, finding the right employee is very important, and here is a guide to getting them…. The Initial Influx. Due to the number of people that we are seeing losing their jobs, the likelihood is that you will have high numbers of people applying for any vacancies that you are looking to fill.

It can be a daunting task to go through hundreds of CVs, trying to find the best candidates for your role. One solution to this is to carry out per-employment testing.

This testing will help you to sift through your job applications, showing you only the most suitable candidates for the job. According to psychometric experts, Arctic Shores , this can:. Reduce hiring costs by more than a quarter with faster, data-driven sifting. Be Prepared for the Interview. It is important to remember that when you are interviewing a potential employee, they will also be assessing you and your business — and deciding whether they want to work for you.

You should, therefore, be aware that you need to make a good impression. Start by defining who your ideal candidate is — what traits are necessary and desirable, what experience would you like them to have, and which type of personality will help them to fit into your business well?

You might not find someone who ticks all these boxes, but you should try to get as close as possible to them. Try to set their expectations. The interviewing process is high pressured at the best of times and candidates will look favourably on you if you are kind, organised and open about the process.

By explaining to them what they can expect, you can take the extra stress away, allowing them to concentrate fully on being interviewed. It is important to actually be prepared for your interview. During the Interview. It is important for the interview to be a positive experience for both you and the candidate. You should remember that it is not only your opportunity to meet the candidate, but it is also a chance for you to ensure that they talk about you in a favourable light.

During the interview, you should:. Make sure that you set out the expectations of the job — both the good and the bad. A job not being what they expect is a major reason for employees leaving a role within the first few months. Be clear about the next steps and when they will happen — and make sure that you stick to them.

Concentrate on the interview and the interviewee, make notes, and interpret what they said and did afterwards. Ask job-relevant, standardized questions to be able to compare candidates easily, with no bias.

Think about a scoring system to be able to compare candidates in an easier way. In addition to outlining and carrying out your next steps after the interview, you should also consider giving the candidate feedback. This is not only very helpful to them, but it will also give them a good impression of you and your business. If your business is expanding quickly, it can be tempting to fill your job roles with the first people who come through the door.

It is important, however, to choose the right person who will be valuable, a long-term employee, able to do the job properly, and fit into the culture of your workplace. You will only get this person by attracting and interviewing in the right way, as well as persuading them to work for you.

With the right employees, you can build on the success of your business and take it in the right direction in the future. Job search websites in Canada. Free job posting sites South Africa. Free job posting sites in Philippines. Taking on new staff members can be an exciting step for any business, large or small. Here are some of the key factors you need to take into account when employing new team members.

Review Your Finances. Before you begin the search for team members, it is important to review your finances and make sure your budget will allow it. Be sure to liaise with a financial advisor about the appointment before you advertise the position. Additionally, you will need to make sure you have up-to-date employment insurance before making any offers. You also need to consider the practicalities of how your staff will be paid. To see which bank account is right for your business, click here.

Paying Your Staff. You should decide how much you will pay your new staff members before advertising the role. Research other job listings from similar businesses to see how much they are offering candidates, bearing in mind that all employees should be paid at least the UK minimum wage.

Advertising your role with a competitive salary will help you attract the best candidates. You should also check to see if you need to automatically enroll new team members into a workplace pension scheme. Register As An Employer.

You will also need to make sure you send successful candidates a written statement of employment once a job offer has been accepted.

A wider written statement should then be issued to the employee within two months of them starting the job, including details of the pension scheme, disciplinary procedures and collective agreements.

Advertise The Role. The nature of your business may affect where and how you advertise your vacancy. Job sites such as Indeed, Reed and Monster Jobs have thousands of job listings from a variety of industries, while there may be other sites that target certain jobs and industries more relevant to your business. There are a variety of ways you can choose to ask your candidates to apply for the position, such as sending in a CV, completing an online form or providing written answers to your questions in a longer format.

The nature of your business and the level of the position will dictate the style and depth of the application process. Check out this guide from hiring platform Workable for more information. You might consider taking on an intern or apprentice, initially on a temporary basis, to add a younger personality who is looking to develop their skills and experience.

Working with local colleges and universities, apprentices complete their studies alongside their work, gaining the correct knowledge to inform hands-on industry experience. Taking on an apprentice, intern or trainee could also save you money, as they will often work for a reduced wage before being potentially rewarded with full-time employment later on.

To find out if an apprenticeship is right for your business, click here. Provide In-House Training. Equipping your employees with the required skills and knowledge will allow them to succeed in their new role. In addition to their own education and experience, thorough in-house training can be hugely beneficial when bringing new blood into your business. Providing detailed information about specific methods and processes will help your new employees to settle in quickly.

It also ensures that all employees are in a similar position in terms of understanding what is required of them. Encourage Staff Morale. Having a workforce that feels valued, appreciated and enthusiastic about coming to work is a recipe for continued positivity and success. Providing perks and benefits such as bonuses and discounts is a great way to maintain high morale and provide motivation for new staff members.

Also, arranging team-building activities can be of benefit to your workforce as a whole and can also help new staff members feel like a part of the team. Ways to find a job in a tough market. Getting a new job may be tough in a glum economic environment, but that should not deter you from looking. Following some easy, yet often ignored, steps should help you sail through. Map your Competency. Perry Madan, executive director at EWS Search, adds: "When times are hard, people should think out of the box and concentrate on the skill sets rather than limiting themselves to their industry.

Employee Selection Resources Employee selection, like any other form of screening, comprises critical components that are not always consciously or carefully formulated by the hiring organization or the job applicant.

As a result, some of these elements may not have been adequately reviewed before implementation. Proper employee selection is a vital factor in achieving operational goals within any organization. Though hiring the right employee may be challenging, the expense and other collateral effects of employing the wrong employee make a rigorous and formalized recruitment and selection process worth the time and effort needed to implement.

Hiring the right employee enhances the workplace atmosphere, increases morale, and contributes to heightened productivity. Selecting the proper employee requires forethought, planning, screening, and other considerations. Before recruiting potential candidates to fill a position, it is important to perform a job analysis to understand precisely what an organization needs and where it needs it.

The job analysis leads to a well-developed job description which assists in attracting the right talent.