SELECTION CRITERIA

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SELECTION CRITERIA

Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires.  (Neeraj Kumari 2012). 

(Aleksandra Stoilkovska and others 2015) knows the process of selecting qualified individuals to fill vacancies in the organization. In other words, the organization will not have much chance of success if it fails to choose the people with the necessary qualifications because the main goal is to hire the best person and it is a fundamental principle in equal employment opportunities laws.  

(Bernard Oladosu Omisore 2016) says  is the process of choosing from the group of applicants who will be appointed by the institution based on specific regulatory requirements. Finally (Ayesha Yaseen 2015) explained it End result of a constructive recruitment is having suitable competent candidates from the pool of people. 

The basic aim of selection as stated by Castetter (1992) is to fill the vacant vacancies with personnel who meet the job related competencies, self-motivated and directed or inclined towards success, consistent, efficient towards goals, system and organization, contribute well and quick learner directed towards self-development. 

Neeraj Kumari 2012 mentioned in his study that the importance of choice lies in three aspects and mentioned it as follows : 

Performance: At first, our own performance depends in part of our own subordinates. Employees with right skills will do a better job for any company and for the owner. Employees without these requisite skills or who are abrasive would not perform effectively and the company performance will suffer to a great extent, Neeraj Kumari 2012

Cost: Second, it is important because it is costly to recruit and hire employees so cost- benefit ratio have to be considered while hiring of employees in order to avoid any unnecessary wastage of money and the valuable resources, Neeraj Kumari 2012. 

Legal Obligations: Thirdly it is important because of the two legal implications of incompetent hiring. Firstly equal employment law requires nondiscriminatory selection procedures for selected groups. Secondly, courts will find the employer liable when employees with criminal records or other problems use access to customers’ homes to commit crimes, Neeraj Kumari 2012. 

We come to mention the steps related to the selection process and I have noticed in many studies a great agreement between these steps and there may be slight differences based on the nature of the work of each organization and the environment in which it works, but the most comprehensive steps mentioned in the study (G van der Waldt 2014).

Common sequential steps in the selection process given in below figure 1,

Figure 1, Macro-model Selection Process-Map, G van der Waldt 2014

As for the factors that must be considered when making the selection process, the Ayesha 2015(study mentioned : 1) Size of the organization 2) Number of people to be hired 3) Nature of the job to be filled 4) An outside pressure or influence 5) Pinpoint criteria of an organization selection process.

Ayesha 2015 says, The success of any company depends on its employees. If the employee is ideal for a job, the entire organization will enjoy the benefits of its unbeatable success. Recruitment and selection help in selecting the right candidate for the right position. 

It helps reduce an organization's losses. Although the recruitment and selection process is essential for any company or organization, however, the fact that it is a basic process does not mean that it is simple and that it can be easily implemented, because the results can lead to counter-results, the Ayesha 2015

References:

  • Ayesha Yaseen(2015) Recruitment and Selection Process of Higher Education Sector and Its Impact on Organizational Outcomes(2015)
  • Bernard Oladosu Omisore(2014), Ph.D and Bernadette Ivhaorheme Okofu (Mrs.) Staff Recruitment and Selection Process in the Nigerian Public Service.
  • G van der Waldt (2014)A RECRUITMENT AND SELECTION PROCESS MODEL: THE CASE OF THE DEPARTMENT OF JUSTICE AND CONSTITUTIONAL DEVELOPMENT (2014)
  • MUSTAPHA, Adeniyi Mudashiru (Ph.D)(2013) and others The Impacts of well Planned Recruitment and Selection Process on Corporate Performance in Nigerian Banking Industry(2013)
  • Neeraj Kumari(2013) A Study of the Recruitment and Selection process: SMC Global (2013)
  • Stoilkovska (2015) and others Equal employment opportunities in the recruitment and selection process of human resources(2015) 

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