Objective of psychological tests is to examine the mental ability, interest in work, maturity, etc. It is a very important step as it shifts out all the unqualified, not desirable applicants and the HR manager can then concentrate on the other applicants without wasting time. The candidate is asked to take decisions on various items based on the in basket information. The candidates are generally told about job specifications and the skills required for it. Blank application form could include factual information like age, marital status, owned or rental home, languages the person can read, write or speak, reasons for leaving previous job, average earnings from earlier job, hobbies, interests, details about educational qualifications, etc. 2. When a new employee reports to duty, he will be new to the organization and to its policies, rules and existing employees also. Usually, sufficient time is provided for reporting. 6. What makes this unique is that the items in each pair appear to be equally favourable to the employee. Bronchial weakness is looked for as an indication of nervousness, tuberculosis and hernia. They also should observe certain rules and conduct the interview in a friendly atmosphere by putting the candidate at ease. Sometimes candidates are interviewed in small groups rather than individually. Through this test, efforts are made to know the hidden qualities of the candidate, so that it is ensured if he can be taught by training or not. The next step in the selection process is the employee interview. Extensive research on the ERQ has demonstrated that even this objective – questionnaire approach has limited predictive validity. These tests are generally used for recruiting managers in the organization. This is one of the most common devices for getting factual information. Many times, a second chance is given to candidates to prove themselves by conducting another written test. It can also be a systematic procedure for comparing the behaviour of two or more persons. The answers are weighted according to the extent of job success. A date is mentioned in the Appointment Letter by when one has to report for the duty. Preliminary interview provides the first opportunity to exchange information about the job, the applicant, and the mutual expectations of the individual and the organization. An application blank is a brief history sheet of an employee’s background and can be used for future reference, in case or need. Every candidate has to pass through several hurdles before he/she can get selected for job. Successful selection has been rendered even more difficult in recent years by the requirements of the Equal Employment Opportunity Commission (EEOC). Selection criteria are developed from the knowledge, skills, and abilities identified in the job analysis and stated in the job description. ASU Office of Human Resources | Recruitment & Selection | Revised 5/10/18 . These ought to give some indication of the emotional and personality characteristics of the applicant, which may have some bearing on eventual job adjustment. Attempts should be made to assess the effectiveness of selection and placement through intensive research studies. It also serves as a convenient device for circulating information about the applicant to appropriate members of management and as a useful device for storing information. Staffs play an important function in the achieve… Such interviews are usually short and may be conducted at a desk, across a counter or railing and they are known as stand-up interviews. Several types of interviews are used, in actual practice, depending on the nature and importance of the position to be filled within an organisation. Considering the shortage of scientific validated scales to measure employee’s perceptions about HRM policies, the PPMPS is a good option to be used so far (e.g. Intelligence test – Intelligence tests aim at testing the candidate’s reception power, memory power, reasoning power, etc. These tests are the most promising indices for predicting employee’s success. Aptitude tests can be divided into general and mental ability or intelligence tests and specific aptitude tests such as mechanical aptitude tests, clerical aptitude tests, etc. Selection Process in HRM – 8 Steps Involved in Employee Selection Process, Selection Process in HRM – 10 Steps in Selection Procedure, Selection Process in HRM – 7 Steps of Selection Process Suggested by Yoder et al, Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. IV. Each individual is unique and therefore, each interview should be tailored to tap that ‘uniqueness’ and relate the data to the job competency requirements. After a candidate has been approved for the job, his physical fitness is examined through medical specialists of the company. Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is a question of getting the most suitable candidates for which various tests are to be done and interviews to be taken. (iii) Experience Information detailing past jobs, periods involved, designation and job responsibilities, salary received, reason for leaving the present employer etc. 5 . Details. 7. These tests measure specific capacities involved in office work, like spelling, computation, comprehension, copying, word measuring, etc. 1 2. Our mission is to provide an online platform to help students to discuss anything and everything about Economics. (e) Clinical examination of eyes, ears, nose, throat and teeth. (iv) References- Candidate is asked to write the name of two or three persons who may give information about candidate’s character, social relations, etc. These tests are good in selecting typists, stenographers with supervisor etc. Such a weighted application form may quicken the process of recruitment and selection. Third, attempts should be made to ascertain how adequately the programme has been implemented. These tests check a person’s motivational level, emotions, integrity, sympathy, sensitivity etc. Such bio-data may also be got from different organisations having good employees for whom chances of advancement in their own organisation are very bleak. In these tests, the candidate is asked either to cope with the situation or to solve critical situations of the job. But other employers consider reference checking to be an integral part of the total overall selection and assessment programme. 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