Selection

 

Definition

Selection is the process of deciding the most suitable candidate from the pool of applicants recruited to fill the job vacancy (Opatha, 2009). The process of choosing which applicants or candidates should be selected to jobs is known as selections (Armstrong M. 2014).

In the selection process, applicants with the highest ability to provide the specified job performance are identified (Opatha, 2009). Successful selection activities involve a lot of careful planning and careful thought (DeCenzo, D.A & Robbins, S.P.  2005).

 

Importance of selection

Selection process has direct impact on the quality of human resources available in the Organization (Opatha, 2009). Excellent selection procedures are essential for obtaining a workforce that can become a source of competitive advantage Greer, C. R. (2001).

 

As per Opatha , (2009) there can be two types of person selected, “The most appropriate person” and “the most qualified person”. The most suited person from a pool of job candidates may or may not be the most qualified (Opatha, 2009).

 

As stated by Opatha, (2009) there are three objectives of employee selection

·         To get the right person for the job vacancy

·         To establish or maintain an image as a good employer

·         To perform the selection process as cost effective as possible

 

Apart from above Opatha, (2009) highlighted below as some consequences of bad selection

·         Not getting expected job performance

·         Cost for induction and training go in vain

·         Possible losses and costs due to wrong behavior of the wrong employee

·         Possibility of harming thoughts of existing employees

 

Generally, candidates who will not get an offer will be higher than the who will get employment offer (Opatha, 2009).  So, the selection process can be called as a negative function (Opatha, 2009)

 

Referencing

Armstrong M. (2014), Armstrong’s Handbook of Human Resources Management Practices, 13th edition, Hong Kong: Jellyfish.

DeCenzo, D. and Robbins, S. (2005), Fundamentals of Human Resource Management (8th edi), USA: Wiley

Greer, C. R. (2001), Strategic Human Resource Management (2nd Edi), USA:Peason

Leech, C. (2005), Positive Recruitment and Retention, Burlington: Elsevier Butterworth-Heinemann

Opatha, H.(2009), Human Resource Management, Sri Lanka: Author

Torrington, D. & Hall, L. & Taylor, S. (2008), HUMAN RESOURCE MANAGEMENT (7th edi), Spain: Pearson

Comments

  1. Mohamed ShamranMay 16, 2022 at 10:59 PM

    Hello Nuwan. I agree with your content and would like to add that in an organisation where recruitment and selection processes were not properly done, the propensity of the turnover intention of employees will be massive (Huselid, 1995). Generally, employees who are satisfied with the recruitment and selection process of an organisation are willing to contribute to the organisation (Eisenberger, Armeli, Rexwinkel, Lynch, and Rhoades, 2001).

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