Effective Human Resource Management Selection Process

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author note:

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Introduction
Hindustan Lever Limited or Hindustan Unilever is a reputed company and takes utmost
care in selection process of its employees (Hul.co.in 2018). There are several stages involved in
the selection process that includes evaluation of the candidates from academic, cognitive and
logical analytical perspectives. The company has several divisions like “Food, Homecare brands,
personal care brands and water purifier brand”, and the employment is done keeping in mind the
several requirements of these departments (Hul.co.in 2018).
Answer 1
The company selects its employees through several rounds of severe screening and
evaluating. There are primarily three steps in which the selection process is completed, these are
“Screening of application forms, preliminary interview, and final selection.” These are the basic
and very common three stages of HR selection process (Harrison 2012). The candidates are
asked to submit their Curriculum Vitae which are screened and shortlisted candidates are called
for interview after which the final selection is done.
The company should adopt the policy of selection through structured interviews in which
specific knowledge based questions about the field in which the candidate is selected. These
questions are predetermined and the candidates are marked according to their knowledge of
work. This kind of selection process is very effective in understanding what can be the possible
performance of the employees. The applicants will also come prepared for the interview by
researching about the company from beforehand.
Question 2
The candidates and the applicants send the application forms and CV according to the job

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requirement. The company follows a strict process where it is carefully observed whether the
CVs’ are actually compatible to the job or not. Technology is primarily responsible for reducing
the time and energy for the selection process. There are tools and software which can be used to
shortlist the eligible candidates (Scarborough 2012). The software does this by matching the
criteria and the applicant’s profile. If the required qualifications are found, then the candidate is
shortlisted. This is called the “candidate management and applicant tracking systems”.
The reduction of time in the screening of the application forms leave more room for
dedicating to the candidate’s personal interviews in which in-depth analysis of the candidate’s
abilities can be done personally by the HR manager.
Question 3
The preliminary interview is just the next stage after the evaluation and screening of the
application forms and CV. The curriculum vitae or the application forms are not the original
reflection of the candidate’s ability and attitude towards work (Lipovsky 2014). Only knowing
about the degrees of the candidate does not give a clear indication of behavioral traits like
whether the candidate is flexible enough, team worker, and spontaneous or not. Therefore, after
the first stage of selection of the forms, in the next stage preliminary interview is conducted with
as many candidates as possible. The main motive or the basic objective of this preliminary
interview is to understand the candidate’s personally and to comprehend whether the candidates
are fit for the particular job or not.
The preliminary interviews are not as in-depth as the final interview processes; however,
it is deep enough to understand the potentials of a candidate to work in a particular company.