SELECTION OF

PERSONNEL
Personnel selection:
• is the process used for hiring individuals from the
pool of job applicants having the required
qualifications, knowledge, skills and competence to
fill the vacant positions in the organization.
• The personnel selection process is the tool that
management applies to differentiate between
applicants who are qualified and who are unqualified
by using different techniques.
Requirements for a successful selection
procedure:
1. The number of applicants should be sufficient; otherwise it
will be difficult to choose the best candidate.
2. There should be persons who will select the candidates and
those persons should be chosen on the basis of the type of
candidates to be selected.
3. A proper job specification should be developed beforehand
with which candidate’s knowledge, skills, abilities, etc can be
compared.
Importance of personnel selection procedure:
For any organization, success is dependent on the quality of personnel that
are selected for the job. So, the selection procedure is a very significant
function of an organization’s management. The significance of selection
can be seen from the following factors:
1. Procuring skilled workers- personnel selection helps in hiring only the
desirable candidates.
2. Reducing the cost of training – proper personnel selection reduces
training cost because the qualified candidates will be good at grasping
the techniques of work.
3. Personnel problems can be solved – proper personnel selection means
workers will be satisfied with their work and hence personnel problems in
the organization can be reduced.
The selection process consists of five distinct aspects:
1. Criteria development. All individuals involved in the hiring
process should be properly trained on the steps for
interviewing, including developing criteria, reviewing
résumés, developing interview questions, and weighting the
candidates.
• The first aspect to selection is planning the interview
process, which includes criteria development.
• Criteria development means determining which sources of
information will be used and how those sources will be
scored during the interview. The criteria should be related
directly to the job analysis and the job specifications.
2. Application and résumé review.
Once the criteria have been developed (step one), applications
can be reviewed. People have different methods of going
through this process, but there are also computer programs
that can search for keywords in résumés and narrow down
the number of résumés that must be looked at and
reviewed.
3. Interviewing.
After the HR manager and/or manager have determined which
applications meet the minimum criteria, he or she must
select those people to be interviewed. Most people do not
have time to review twenty or thirty candidates, so the field
is sometimes narrowed even further with a phone interview.
4. Test administration.
Any number of tests may be administered before a hiring
decision is made. These include drug tests, physical tests,
personality tests, and cognitive tests. Some organizations
also perform reference checks, credit report checks, and
background checks.
5. Making the offer.
The last step in the selection process is to offer a position to
the chosen candidate. Development of an offer via e-mail or
letter is sometimes a more formal part of this process.
Compensation and benefits will be defined in an offer.
• Companies have the never-ending task of interviewing,
selecting and hiring employees. However, despite the
repetitiveness and skill of a company's human resources
department, selecting the right individual for a job is
extremely challenging.
References
• Furst, J. (2017). 5 Steps for Designing Your Employee Selection Process. Furstperson.com. Retrieved 9 May
2017, from http://www.furstperson.com/blog/5-steps-for-designing-your-employee-selection-process

• Human Resource Management 1.0 | FlatWorld. (2017). FlatWorld. Retrieved 9 May 2017, from
http://catalog.flatworldknowledge.com/bookhub/2807?e=portolesedias_1.0-ch05_s01

• Human Resources: Recruitment & Selection Hiring Process. (2017). Hr.ucr.edu. Retrieved 9 May 2017, from
https://hr.ucr.edu/recruitment/guidelines/process.html

• Personnel Selection. (2017). Readyratios.com. Retrieved 9 May 2017, from

https://www.readyratios.com/reference/business/personnel_selection.html

• Personnel Selection: Overview. (2017). Hr-guide.com. Retrieved 9 May 2017, from

http://www.hr-guide.com/data/G300.htm

• Selection Criteria for Hiring. (2017). Smallbusiness.chron.com. Retrieved 9 May 2017, from
http://smallbusiness.chron.com/selection-criteria-hiring-72229.html

• The Employee Selection Process. (2017). Smallbusiness.chron.com. Retrieved 9 May 2017, from
http://smallbusiness.chron.com/employee-selection-process-2568.html