Main information’s gathered during the course of interview are – (i) physical quality, (ii) verification of academic degrees as filled in the application forms, (iii) interest in work, (iv) quick-wittedness, (v) general intelligence, (vi) memory power, etc. Evaluation of the Selection Programme 10. These tests provide a systematic criteria/ base for selecting the candidates and try to eliminate any bias on the part of the employer. Blank Application 3. The purpose of employment tests is to determine whether the candidates have the necessary skills and abilities that can be appropriately utilised in accordance to the job’s require­ments. They can be time-savers and can help in improving the accuracy of predicting success on the job. How? Application blanks are frequently used as selection devices. This includes the letters of recommendations from the previous employers, departmental head and teachers who have personal experience dealing with the candidate. Successful selection has been rendered even more difficult in recent years by the requirements of the Equal Employment Opportunity Commission (EEOC). The term “Interview” refers to a conversation with a purpose. References can be collected from the previous employers, colleges last attended or from any other reliable source. This step could be a good parameter to judge the overall personality of the potential candidate. (iii) It helps in preventing employment of those suffering from some type of contagious diseases. This is a highly subjective method. Application blank should provide for all the pertinent information an organization needs to determine whether a candidate can be considered for the specific position. Welcome to EconomicsDiscussion.net! Not only is such discrimination unethical and immoral, but it is also illegal. TOS4. Scrutiny of application forms is made to verify whether the candidates fulfill all the qualifications essential for the job. Recruiting managers should refer to the guidance on the Ethics section of the research integrity website regarding the approval processes to undertake academic research. In this test, thoughts of the candidates are seen. Bronchial weakness is looked for as an indication of nervousness, tuberculosis and hernia. These tests are divided into the following three categories: (i) Specialisation or Special Trade Efficiency Test. Interviewing is probably the most widely used single method of selection. Interview by a panel or board is more often in practice for supervisory and managerial positions. (c) General examination, including an examination of the skin, musculature and joints. The candidates are generally told about job specifications and the skills required for it. (iii) Minimum Acceptable Salary- Minimum salary and other perks acceptable to the candidate. Screening of Applicants 4. Therefore, it should be designed carefully so as to secure all relevant information about the candidate. By careful study, such items as age, education, dependants, earnings and years on previous jobs may be found to be closely correlated with success in the job for which the candidate is applying. These applications facilitate analysis and comparison of the candidates. Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. Aptitude and Trade tests are aimed at measuring the applicant’s potential rather than past achievement; these are useful for entrance level clerical and trade positions. In case there is a problem with the fitness, the candidates are given reasons for rejection. The information sought in application blank should be relevant to the objective of selection. There are three aims of medical examination – (i) physical fitness for the job concerned, (ii) to protect the business organisation from infectious diseases, and (iii) to check excessive expenditure on the treatment of the employees. x. Neuro – psychiatric examination, particularly when medical history or a physician’s observations indicate an adjustment problem. ix. This recruitment policy sample can serve as a rubric that our recruiters and hiring managers can use to create an effective hiring process. In proficiency test candidate’s ability and skill manifested in an examination are verified. According to this technique, all selection factors are arranged in the decreasing order of importance. Similarly, with work experience, a mechanical screening can determine basic cut – offs like the specific period of work, but the type of work – relevance, level, variety and richness are factors where some degree of judgement will be needed. Other tests – These tests aim at understanding the candidates’ communication ability, mental ability, writing ability, alertness, etc. Some people believe that organizations rely too heavily upon psychological tests. Similar to the recruitment process discussed in Chapter 4 “Recruitment”, the selection process is expensive. In special type of jobs, for instance, those requiring unusual strength or capacity to bear hard working conditions, a medical examination may be essential in the selection process. Many organizations believe that such examinations are important to predict future major health problems that would involve the organization into the obligation to bear heavy medical expenses in case of prolonged treatment. The main objective of such interviews is to screen out undesirable/unqualified candidates at the very outset. Are reluctant to give final decision of selection which the company from the candidates selected,! 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