Selection process for the organization
Selection process for the organization
The selection process is the method used by the organization. to select candidates to work in the organization to suit the properties that the organization needs The criteria are set to serve as a framework for consideration.
Successful selection has good inputs:
- Job analysis
- Human resource plans
- Recruitment (Recruitment)
Sequence of selection steps
Step 1: Preliminary reception of application to observe the behavior of the applicant. prior to the interview
Step 2: Employment tests, divided by type:
Type 1 is divided according to performance, there are 3 types as follows
- Achievement Test to measure knowledge and skills
- Aptitude Test (Aptitude Test) to measure proficiency and fluency
- Personal-Social Test (Personal-Social Test) for adaptation and personality
Type 2, divided according to the nature of the action or response, there are 3 types as follows
- Performance Test, practical test
- form to write responses (Paper-Pencil Test) Written test
- Oral Test, Interview Examination
Type 3 divided according to the purpose of creation, there are 2 types as follows
- Subjective (Subjective test)
- Multiple choice (Objective test)
Type 4 divided by the time required to answer, there are 2 types as follows
- Speed test (Speed test) to see the sensitivity
- A model that gives a lot of time (Power test) to see analytical opinions.
Type 5 is divided according to benefits. It has 2 objectives as follows.
- for diagnosis
- for forecasting
Step 3 Interview (Selection interview) There are 5 types:
- Unstructured Interview (Unstructured interview) is an independent interview for the interviewer.
- Structured or directive interview. Interview questions are prepared.
- Mixed interview is a mix of structured and unstructured interviews.
- problem-solving interviews (Problem-solving interviews) are interviews that focus on solving problems in different situations of the applicant.
- Stress interviews are stressful, stressful interviews to see the candidate's reaction.
The interview process is as follows:
- Interview preparation preparation of questions
- Creation of rapport to build trust among applicants
- Information exchange to create an atmosphere
- termination of the interview (Termination) in case the interviewer wants to end the conversation.
- Evaluation (Evaluation) recording results
Step 4 Background Check (References and background check) Check the background of the applicant's previous company.
Step 5: Medical Evaluation to ensure that Applicants will have no problem working with the organization in the future.
Step 6 Consultation meeting for consideration (Conference) The committee jointly discusses. and decide to recruit people to work in the organization
Step 7: Try out the work (Realistic Job Preview) to see the suitability of the job of the applicant.
Step 8: Hiring Decision: Hiring as an employee in the organization
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