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SELECTION (Selection process (Selection interview (Types (Individual…
SELECTION
Selection process
- Reject applicants who do not meet the minimum criteria for the job eg. inappropriate skills & experience, gaps in employment history, courses instead of degrees
- Completion & review of application form
- Candidates are required to fill the application form, providing basic information like qualification, work experience & history , reason for leaving previous job and personal information with signature in case information false
- Choose successful applications
- Test will be used to objectively assess the capability of the potential candidates to perform well in the job. Intelligence, aptitude, personality, honesty, ability tests are commonly given
- Work sampling vs assessment center( group/ individual exercises )
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Types
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Situational (test their response to specific situation to test their analytical, problem-solving skills)
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- Check to see the validity, accuracy and proof of the information given by the candidate. This includes academic qualifications, certificates & testimonials
- ready to offer job if they passed medical & other remaining tests
- Ensure that the potential candidates are physically fit for the job
- Candidate will be issued an appointment letter which indicates the decision of the company that she is chosen for the position. The chosen candidate will be held in a probation period to see if the candidate is suitable to be a permanent employee or otherwise be terminated
Definition
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Importance
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- Consequence of poor selection process e.g. bad hire, poor performance, strife within team, impact on productivity & reputation, financial loss
- monetary costs of finding a replacement