Definition of Selection & Preliminary interview, Selection interviewing

md afzal By md afzal, 6th Aug 2010 | Follow this author | RSS Feed | Short URL http://nut.bz/h5ezw_k5/
Posted in Wikinut>Business>Employment

To select is to choose. Selection is a screening process. It is the process of picking individuals who have relevant qualification to fill jobs in an organization. The basic purpose is to choose the individuals who can most successfully perform the job from the pool of qualified candidates. Selection starts after the recruitment process is over and ob applications have been received

For job selection

To select is to choose. Selection is a screening process. It is the process of picking individuals who have relevant qualification to fill jobs in an organization. The basic purpose is to choose the individuals who can most successfully perform the job from the pool of qualified candidates. Selection starts after the recruitment process is over and ob applications have been received

Preliminary interview

Such an interview is generally planned by large organizations for short listing the potential candidates in order to cut the costs of selection by allowing only eligible candidates to go through the further stages in selection. A competent executive from the Human resource department may elicit responses from applicants on important items determining the suitability of an applicant for a job such as appearance, age , education , training, experience, pay expectations, aptitude, interests, choice etc. this courtesy interview as it is often called, helps the department screen out obvious misfits. If the department finds the candidate suitable, a prescribed application from is given to her or him to fill submit


Selection interviewing

Having drawn up your shortlist of candidates (SEE THE CHEKLISTS ON PLANNIG FOR NEW STAFF) you will want to interview them. The interview has been described as a conversation with a purpose. Actually it has least three purposes:

1. To enable you to discover which of the candidates live up to expectations and which one of them best meet the job’s requirements?
2. To enable tem to find out about the job and the organization and to decide whether they really want to work with you.
3. To leave them (whether successful or rejected) with favorable impression of the organization and feeling none the worse about themselves as a result of the interview.

Most mangers think they are good at interviewing. But it is not easy to do well researchers have shown, over and over again, that interviewers fail in their task because they make up their minds too early, fail to collect all the relevant information or don’t evaluate systematically what has emerged from the interview.

Furthermore, interviewers rarely get evidence that any of their rejected candidates would have been a better choice. So unless the person they do appoint turns out to be obviously incompetent they are rarely prompted even to reflect on their mistakes.

Nevertheless, interviews continue to be the most common method of selecting new staff. So it is worth thinking about how to avoid the major pitfalls. The following check lists cover
1. Preparing for the interview
2. Conducting the interview and
3. Evaluating the interview.

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author avatar md afzal
this is a good article

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author avatar Dara singh
8th Sep 2010 (#)

nice artical

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author avatar Murtala
30th Nov 2011 (#)

the main point of selection in organization

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