The Selection Process Analysis

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Now, after the best criteria for an effective and an efficient employment been debated, the selection process then can begin.

A). RESUMES CHECK:

First, the applicants resumes requires to be ascertain. Resumes (or Curriculum vitae) can be defined as; the individual interest to engage information about his/her previous education, skills, internships, experiences, along with contact details and any other remarkable data.

This method is very assistance for the organization, so as to elect among individuals from what they had enumerated about themselves in their resumes.

B). FILLING APPLICATION FORM:

Next step is the application form filling, which it’s a very common selection technique for new employees that should always be accompanied with the resumes checking process and that’s used to get specific information about applicants to make sure that they qualified for the job. Managers sometimes ask for both a résumé and an application blank, because the résumé contains only the information the applicant is willing to voluntarily share (Anthony, Kacmar & Perrewe 2002, p. 252).

The advantages are:

- Limit the number of people applied for the vacant job, through choosing only the more eligible candidates, to pass to the next step (interview). Thus, the interviewer can focus on different types of questions that may be very tricky and complicated.

- Will help the hiring personnel to evaluate the application form and look for any similarities in skills among the applicants and the job available.

C). USING STRUCTERED JOB-KNOWLEDGE INTERVIEW:

Furthermore, structured interview assumes that; interviewer asks each applicant for a particular job the same series of job related questions (Mondy 2008, p. 139). These questions introduce...

... middle of paper ...

... is very assistance to eliminate these defects.

So now, after all the steps finished and the best candidate for the job been elected, an offer letter contain all the information about the job must be provided to him/her and then waiting for the decision if he/she will accept it or not.

H). PHYSICAL TESTING AND ORIENTATION:

When the candidate accepts the offer, then some sort of physical examinations that may especially contain drug and alcohol abuse tests must took place, to make sure there will be no issues that can affect his/her work performance.

Then, after the candidate pass the physical examination, guidance must be provided to him/her through holding a job orientation and supply them with the organization policy and work regulations. Thus of course made the candidate feels very comfortable and welcoming, in order to assist him/her to do his/her job well.

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