A somewhat formal
discussion between a hirer and an applicant or candidate,
typically in person, in
which information is
exchanged, with the intention of establishing the applicant’s suitability for a
position.
“An interview
is a conversation between two or more people (the interviewer and the
interviewee) where questions are asked by the interviewer to obtain information
from the interviewee.”
The term “Selection ratio” refers to
the ratio of the number job positions to the number of job applicants and is
used in the context of selection and recruitment.
It is typically assumed to be a number
between 0 and 1 where a number closer to zero implies that there are many
applicants for any one position.
Employers often use tests and other
selection procedures to screen applicants for hire and employees for promotion.
The use of tests and other selection
procedures can be a very effective means of determining which applicants or
employees are most qualified for a particular job. However, use of these tools
can violate the federal anti-discrimination laws if an employer intentionally
uses them to discriminate based on race, color, sex, national origin, religion,
disability, or age (40 or older). Use of tests and other selection procedures
can also violate the federal anti-discrimination laws if they
disproportionately exclude people in a particular group by race, sex, or
another covered basis, unless the employer can justify the test or procedure
under the law.
Whenever a test or
other measuring device is used as part of the data collection process, the
validity and reliability of that test is important. Just as we would not use a math test to
assess verbal skills, we would not want to use a measuring device for research
that was not truly measuring what we purport it to measure. After all, we are relying on the results to
show support or a lack of support for our theory and if the data collection
methods are erroneous, the data we analyze will also be erroneous.
Reliability is
synonymous with the consistency of a test, survey, observation, or other
measuring device. Based on the
inconsistency of this scale, any research relying on it would certainly be
unreliable.
A reliability
coefficient is often the statistic of choice in determining the reliability of
a test. This coefficient merely
represents a correlation, which measures the intensity and direction of a
relationship between two or more variables.
Test validity concerns the test and assessment procedures
used in psychological and educational testing, and the extent to which these
measure what they purport to measure. “Validity refers to the degree to which
evidence and theory support the interpretations of test scores entailed by
proposed uses of tests.”Although classical models divided the concept into
various "validities," such as content validity, criterion validity,
and construct validity, the modern view is that validity is a single unitary
construct.
As selection of proper candidates for any organization is very much important for the organization’s success, therefore every selection
program should have its objectives. Actually the selection programs should have
two objectives. The objectives are as follows –
Relationship among selection, recruiting and job analysis
In the human resource planning discussion we
can see that HR planning process determines the specific number of posts to be
filled. We can also see that job analysis forms part and parcel of the HR
planning process. Job analysis gives one a clear understanding of the nature
and requirements of the post to be filled. This means that, before any
advertising campaign can be put into operation, one has to make sure that the
posts are properly analyzed to ensure that recruitment attempts are
non-discriminatory and that recruiting takes place in line with the inherent
requirements of the relevant post. Completion of the HR planning process and
job analysis processes provide an overall impression of the post. In other
words, one now has the job profile at one’s disposal. This job profile
describes the post in terms of the task requirements and the requirement for
the person filling the post. When you have this broader picture of the post,
the recruitment process can begin.
Though recruitment and selection are the functions of Human
Resource Management but there remain some differentiating factors that
discriminate between these two terms. Here are some differences enlisted that
differentiate recruitment and selection –
In order to recruit the best candidates in vacant jobs the
human resource managers need to follow some step by step procedure. The
selection processes across organizations differ greatly. Here is a typical
selection process model presented below –
In the normal sense we understand by selection the
action or fact of carefully choosing someone or something as being the best or
most suitable. We can also say that, Selection is a process of matching the
qualifications of applicants with the job requirements; it is a process of
weeding out unsuitable candidates and finally identifies the most suitable
candidate. The objective of the selection decision is to choose the individual
who can most successfully perform the job from the pool of qualified
candidates.
