Recruitment and Selection Assignment 2022

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Unit - 4BBA2nd Sem
Recruitment and Selection
Concept of Recruitment
Simply, recruitment refers to the process of getting qualified and potential candidates. Broadly
speaking, it is identifying the possible sources of getting capable persons and attracting them to
apply. So, it includes the entire process of seeking suitable candidates. Therefore, recruitment is
the process of identifying or recognizing potential qualified candidates and inducing them to
apply for the organizational vacancy. It is related with the acquisition phase of HRM. As much
as the number of recruits, so much or higher will be the possibility of getting qualified persons as
employees. Therefore, the quality of manpower depends on the quality of persons taking part on
recruitment process. The recruitment process begins with seeking candidates or applicants and
ends with receiving the application from them.
According to Decenzo& Robbins, “Recruitment is the discovering of potential candidates for
actual or anticipated organizational vacancies.”
In the words of Gary Dessler, “Recruiting is to build up a pool of qualified applicants.”
As defined by Edwin B. Flippo, “Recruitment is a process of searching for prospective
employees and stimulating them to apply for job.”
Sources of Recruitment
Recruitment can be done within organization or from outside. So, there are internal and external
sources of recruitment. They are as follows:
- Internal Sources
- External sources
A) Internal Sources
When the job vacancies are fulfilled from inside the organization or the persons currently
working therein, the source is called internal source. Both the employer and employees have
information about each other while using such source. Here, the present employees are re- used
for fulfilling the vacancies. It includes the following:
1) Promotion
It refers to the appointment to higher rank or position then the position working at present. It is
vertical movement upward taking place in organizational hierarchy. Here, the salary and benefits
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increase along with the positional status. Similarly, both the authority and area of responsibility
also increase or extend along with the increase in positional rank. Mostly, it is used to induce the
capable, experienced and high potent employees currently working in the organization.
2) Transfer
It refers to the alteration or change of location or position without decreasing the authority as
well as the salary and benefits drawing currently. So, here, the jobholder is shifted from one job
or place to another without making difference to current status. It is the horizontal movement in
organizational hierarchy. The transfer can be done as per the requirement of organization as well
as sometimes as per the need of employees. It makes the chance of getting capable and
experienced employees high but the position from where he / she is transferred may remain
vacant which should be fulfilled externally.
3) Rehires
It refers to hiring the old employees who have already left the organization or put into the state of
lay- off on temporary or permanent basis. They are highly experienced, skillful and well familiar
with organizational norms and values, work environment etc.
4) Job Rotation
It refers to shifting the jobholder from one job to another frequently. Here, the employees are
shifted from a job to another job with a view to advance their knowledge, skill and expertise.
Advantages of Internal Sources
1) Good employee relation
As the current employees are used to fulfill organizational vacancies, they may strive to maintain
cordial relation with management with a view to capture the opportunity of promotion,
transferring to desired place. Consequently, good employee relation can be maintained.
2) Create morality
As the employees are acquired internally, all of them have the chance of getting the opportunity
of promotion as per their qualification, transferring to desired place etc. So, they become obliged
to discharge their responsibility honestly.
3) Proper selection
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As the incumbent (current /existing) employees are used for fulfilling required vacancy, the
organization and management have prior information about them. So, it is easy to select right
person at the right place. Only the qualified persons get the opportunity.
4) Economy
Due to internal recruitment, it is not necessary to follow the complex steps such as advertisement
and others. Similarly, it is not required to conduct socialization, training and development
programmes. As a result, the internal source is cost effective.
5) Better performance
When the organization fulfills its vacancies internally, the employees try to perform excellently
to the best of their abilities. So, this method motivates the existing employees towards higher
performance.
6) Employee development
Here, the employees work the best to enhance their knowledge, skill, ability etc in order to
capture opportunity of promotion, transferring to desired place. They are permitted to take part in
training and development programmes. They get the opportunity of improving knowledge, skill,
personality, economic status etc.
7) Less time consuming
As the limited persons are included, the organization collects complete information about the
persons taking part in recruitment process and no need of following the complex steps, the
recruitment process becomes relatively short. Consequently, it is time saving.
Disadvantages of Internal sources
1)Limited choice
As the employees are selected from inside, the span of selection is very limited.
2) Discouraging new blood
There is no chance to fresh, young, energetic and enthusiastic persons. Existing employees only
get the opportunities and the organization operates as per conventional norms and values.
3) No reasonable opportunity
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The capable persons stay outside. They do not get opportunity to compete with existing
employees.
4) Favoritism
The internal system of recruitment gives priority to favoritism, flattery etc. The persons staying
near to boss become able to grab opportunity.
B) External Sources
The required vacancy can be fulfilled from outside the organization. So, when the outsiders
having no relation with the organization are used to fulfil the manpower demand, the source is
called external source. It is especially used when the persons having required skill qualification
etc are not available within the organization. Mostly, entry level positions and positions requiring
specialized skills are fulfilled through such sources. The common sources of them are as follows:
(1 ) Poaching / Raiding
The practice of attracting the competent and experienced persons working in others’
organizations is called poaching / raiding. It is unethical to borrow or steal the employees of
other organization but sometimes especially in case of urgency, the orgn recruits the employees
of the similar company by giving the attraction of handsome salary, benefits and others.
(2) Headhunting / Executive search
It is the way of getting executive personnel or senior managers through the help of headhunter.
The headhunter charges commission from the client in return for which he/ she assists the client
to establish contact with the experienced persons working in others’ organizations. It facilitates
to get right type of person with less effort but there is the fear of leaving the job by such persons
when they get more better opportunity in other organizations or elsewhere.
3) Employment Exchanges
They are the most popular sources for all sorts of jobs. Here, the job seekers get their name
registered with the employment exchanges and the employers notify the vacancies to them. The
employment exchanges maintain the databank of such job seekers and provide the name of
suitable candidates to the employers. They are funded, managed and operated mostly by the state
(government). It is obligatory in India for some vacancies. But it is not in practice in Nepal.
4)Employment Agencies
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Necessary employees can be obtained through employment agencies as well. Here, the
organization requiring manpower makes request to such agency which conducts written and
practical exam, interview etc and the persons passed from such process are recommended. Public
service commission is its example in government sector. Some such agencies running in private
sector in Nepal include Rolling Plans, Real Solution, Growth Sellers, Mero Job, Ask Me Mgmt
Pvt Ltd., SewaSubhida Pvt Ltd, RojgariPasal( Itahari ) etc.
5) Educational Institutions
Necessary human resources can be obtained through school, College and university. It is the
huge source of recruiting human resources. Mostly, non- technical manpower can be obtained
from it relatively in large number. Lower level technical manpower can be acquired through
trade school, vocational school, training center etc. Highly energetic & educated administrative
manpower can be obtained through college and university. However, they lack experience which
is the problem of this source.
6) Professional Associations
Required human resources can be obtained through concerned professional associations. They
maintain the roaster (record) of qualified persons and hence can recommend the suitable person
for the vacant position. Nepal Medical Association (NMA), Management Association of Nepal
(MAN) etc are examples of such organizations in Nepal.
7) Trade Union
It is the association of labor indeed. It also keeps proper record of current and former employees
and hence can suggest suitable person for the vacancies. It is useful for manufacturing concern,
construction industry etc. where very large number of semi- skilled and unskilled persons are
required.
8)Unsolicited Applications
They are undesired applicants. They come into contact of the organization due to their own
needs. They include the following:
i) Walk–ins:
The persons visiting the organization in seek of job but providing the information only in spoken
words (orally) are called walk-ins. They are suitable for unskilled & semi skilled jobs.
ii) Write-ins:
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They refer to the persons who furnish (provide or present) their CV or resume even at the time of
non- requirement of employees in organization. So, they are such job seekers who present their
information in writing but not in oral form.
iii) Electronic Search (Cyberspace)
Here, the intending persons or prospective candidates keep their resume via internet & proper
person can be searched and recruited through concerned website. So, cyberspace recruiting is the
electronic search indeed. It is globally popular nowadays as well as economical to hire high
ranking technical person e.g. merojob.com, emodel.com.
Advantages of External sources
1) Qualified personnel
As the advertisement and other means are widely applied with the aim of covering large number
of persons, there is greater possibility of getting qualified, experienced and well trained persons.
2) Wider choice
Here, the span of recruitment becomes wide. The large number of outside persons alsohave
information about the vacancies and can take part in the recruitment process. So, wider
alternatives about employees are available for selection.
3) Fresh talent
There is the abundant chance of getting energetic and capable persons bearing novel norms and
values. Hence, the organization can take maximum benefits from new talents.
4) Competitive spirit
There is the possibility of creating competitive spirit between the old and new employees. The
new employees carry recent norms & values, and keep the ability of performing the job
competently. On the other hand, the old employees also strive to work maximumly to the best of
their abilities with a view to prove them no poor than the new ones. In this way, they compete
with each other for better performance which makes positive contribution to the organizational
goal attainment.
5) Environmental adaptation
The new, dynamic and vigorous persons possessing currently prevalent or novel norms and
values can be obtained while using external sources. They try to implement such norms and
values in the organization. Consequently, the organization can easily adapt the environmental
changes.
6) Fairness
6Nischal Subedi
Mahendra Multiple
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There is the greater chance of maintaining impartiality because all outsiders are equal in the eyes
of management. So, there is the least chance of recruiting the manpower on the basis of flattery,
kinship, favour or other connections.
Disadvantages of External sources
1)Costly
As the advertisement and other means are widely used to announce the vacancy, it requires
heavy cost. On the other hand, recruitment process also becomes lengthy and complex. Experts
are necessary to employ. So, it is relatively costly and not suitable to small organization.
2) Dissatisfaction
The external source may deprive the existing employees from the opportunity of
transferring to desired place, promoting to higher rank etc. So, the existing employees may be
dissatisfied. The tendencies like absenteeism, turnover etc become very common among them.
3)Adaptability problems
When the new employees are recruited externally, they try to implement their own norms and
values( value systems) which are relatively new. But the organizations have their own norms and
values which are generally different than the values of new employees. Such norms and values
are established since long ago as a culture/tradition in the organization. So, it may create the
problem of non- adaptability. The new employees may compel to leave the organization due to
the lack of adaptability.
4) Competition
It may create the threat of unfair and unhealthy competition between new and old employees.
They may comment each other unnecessarily, protest each other. The old employees may tend
to dominate the newly entered employees. Such situation can obstruct even the smooth
functioning of the organization.
5) Poor employee morale
When the employees are hired from external sources, the old employees get least opportunity of
progress and development. So, they could not be positive towards the organization. In this way,
the morale may be negatively affected.
6) Uncertain response
As the unknown persons enter in the organization as employees, there is no prior information
about their performance, behavior etc. So,there is the chance of uncertain response.
Methods of Recruitment
The methods of recruitment can be classified into internal and external methods. They are as
follows:
( I ) Internal Methods
This is the method of recruiting human resources from inside the organization. So, it is in- house
recruitment. It includes the following methods:
1) Job Posting
It refers to announcing the job vacancy to all existing employees with describing the position,
location, pay scale, qualification etc required to the job. Here, the interested employees fulfilling
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the minimum requirements are encouraged to submit their application for the job vacancy. It
includes the following means:
- Bulletin Board:
It includes giving information or notice through the bulletin board placed in the organization.
The employees read it and submit the application if interested.
- Inhouse Newsletter/ Newspaper:
The vacancy in organization is published in newspaper or in-house newsletters of concerned
organization.
- Circular:
Job vacancy is informed by sending circular or memos to different segments of the organization.
- Electronic Mail:
The existing employees get e- mail from the organization regarding the vacancy. They can
submit application for such vacancies through the mail.
Job posting method offers equal opportunity to all currently working employees. Open
communication prevails. But favoritism may occur.
2) Employee Referrals
When the job vacancies are fulfilled at the recommendation of employees generally manager or
supervisor or any other person having information about the job and the persons doing job in the
organization, the method is called employee referral method. Under it, the supervisors or
managers recommend the best fitted person to the best of their idea. Sometimes, the suitable
person can be obtained depending on the informal communication with the employees. There is
the greater chance of recommending the nearby person as well.
3) Human Resource Inventory Search
When the recruitment is done on the basis of the searching of human resource inventory prepared
in the organization, the method is called human resource inventory search. HRI contains
personal, academic, occupational information as well as information about potentiality, skill etc.
They tell what an individual employee can do. It can be prepared manually or in computer. So,
by searching such information, necessary manpower can be recruited.
( II ) External Methods
If the necessary human resources are hired from the fresh and energetic persons outside of the
organization, the method is called external method. It is useful when the currently available
employees are not adequate to meet the manpower need of the organization. It includes the
following methods:
1) Advertisement
It is the popular method of external recruitment. Here, the vacancy is announced through
newspaper, radio and television, Internet. Such announcement can be done through local and
national level media as per the importance of position. High ranking administrative and technical
vacancies are announced via national level media which attracts large number of persons. On the
other hand, ordinary vacancies are advertised through local level media. Therefore,
advertisement can be done through print media, electronic media, banner, poster, pamphlet.
Advertisement can be divided into following two types:
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- Want Advertisement (Want ads)
The advertisement that specifies the job to be done, position , employer as well as the mode of
taking part in recruitment process is called want advertisement. It attracts large number of
persons.
- Blind Advertisement (Blind ads)
When the advertisement is announced or published without disclosing the name of the employer,
than it is known as blind advertisement. Here, the interested persons are informed to participate
in recruitment process by sending their application in certain general post office number (GPO)
or any newspaper. Such advertisement is published with a view to perform the selection
independently, not to be influenced by public relation as well as not to entertain telephone
enquiry. It attracts limited persons only.
2) Educational Institution Placement
Required human resources can be obtained directly from the educational institution as the job
placement immediately after the completion of the study. Some organizations especially in
private sector provide certain amount as stipend to the toppers of the university or college who
have to work to such contributing organization till certain period.
3) Employee Referrals
Necessary human resources can be obtained on the recommendation of current as well as former
employees. They have the proper idea regarding the nature and requirement of the job as well as
the qualities, potentialities etc of the prospective candidates.
4) Internet Search
There is growing tendency of using internet search for some types of job especially technical and
high ranking positions. The job seekers make their resume available through internet and the
organization recruits the required manpower from them. It is cost effective as well as less time
taking. But it is not suitable for all types of job.
5) Contract
Here, the employees are obtained as per the contract. The organization performs the contract
with manpower supplier and the latter supplies necessary human resources as per the demand of
employer. It is popular in factory. In Nepal, security guards are generally hired through this
method.
Selection
Concept of selection
Recruitment is followed by selection in which the qualified persons are chosen from among
various applicants. In fact, selection is the process of accepting some applicants and rejecting all
others. Thus, it can be defined as the process of choosing most appropriate person from among
potential candidates. It makes possible to have right person at right place. It entails entire
activities to be performed from the analysis of application form to the appointment of qualified
persons as employees in the organization. Moreover, it is the continuous process working as the
bridge between organizational need and qualified persons.
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In the words of Decenzo& Robbins, “The primary purpose of selection activities is to predict
which job applicant will be successful if hired.”
According to Werther & Davis, “The selection process is a series of steps used to decide which
recruits should be hired.”
Selection is a sensitive activity because it makes or creates a sense of hope to few applicants only
who are appointed to the job while the persons who are rejected become hopeless.
Differences between Recruitment & Selection
Both recruitment & selection are two important activities under acquisition phase of HRM. Both
of them are complementary to each other. Recruitment is the first phase of employment process
in which qualified persons participate in large number but selection is the second phase in which
suitable candidates are chosen through various experiments. Selection without recruitment is
ineffective while recruitment without selection is fruitless. However, they differ with each other
in the following ways:
1) Recruitment takes place before selection. Therefore, recruitment is first and selection is next
phase.
2) Recruitment includes advertisement for potential candidates, motivating them for submitting
application but selection performs the task of choosing suitable candidates from among the
recruits.
3) Recruitment is a positive process because it creates a sort of hope to all candidates. On the
contrary, selection is a negative process frustrating most of the candidates because it accepts or
selects only a few candidates by rejecting all others.
4) The main goal of recruitment is to attract a large pool of persons but the chief goal of selection
is to appoint appropriate person by discarding inappropriate persons.
5) Recruitment includes wide use of various means to attract more than more persons. Testing,
evaluation etc are not done but selection encompasses (includes) various experiments from
among various applicants taking part in recruitment process.
6) Recruitment does not include the contract but the employer and candidate perform a contract
regarding the terms & conditions of service under selection phase.
7) The recruitment process saturates (finishes) immediately after receiving application from
potential candidates. On the other hand, selection process completes only after choosing the
qualified person from among the candidates participating in the recruitment process.
8) There is no face to face meeting between employer & candidates in recruitment process. But
the applicants have to face the employer in selection process.
Importance of Selection
Selection process is very crucial to every organization. It is important due to the following
reasons:
1) Improve performance
Selection process is must to improve the performance of employees. The better performance
cannot be expected from poor quality employees. The selection process plays important role to
find the best-fitted person to the job. Due to this, not only the new but also the existing
employees try to perform more effectively.
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2) Minimize training cost
Training program is necessary to discard the gap between employees capability and the
requirement of job. When the qualified persons are appointed as employees, there is no need to
conduct training for them. The selection process ensures the competency, skill etc. of the
candidates and only the most appropriated ones are selected.
3) Minimize turnover, absenteeism etc.
The qualified persons do not remain absent on their job. They prefer to stay permanently in the
organization. In case of poor employees, such tendency is mostly high. Selection prohibits the
chance of having poor quality candidates as employees and the organization can keep it safe
form such tendencies.
4) Builds strategic resource
Properly chosen employees become strategic resource for the organization. They provide
competitive advantage to the organization. They constitute/ build human capital which is of great
value to any organization.
5) Promotes loyalty and commitment
Proper selection system ensures the employees regarding the fair treatment to be done by
organization especially at the time of promotion and similar other opportunities available there.
They attempt to enhance efficiency, efficacy and effectiveness. They become more loyal and
committed to organizational objectives.
6) Environmental Adaptation
Due to fair selection, it is possible to facilitate environmental adaptation. It opens the door of
service to capable persons only most of whom are always ready to update their knowledge and
skill, alter the attitude etc. as per the demand of environment.
The Selection Process
The employees can be selected in various ways. The selection process involves various steps.
Some organizations select the employees immediately after ordinary interview while others may
select by taking written exam, interview as well as practical exam. In this way, selection process
varies from orgn to orgn. Even in the same organization, it may vary as per the position,
department etc. Mostly, the selection process depends on the nature of position, type or kind of
need, availability of candidates etc. However, an ideal selection process suitable to most of the
organizations can be stated in the following points:
1) Initial Screening
It is the 1st phase in which the preliminary interview is conducted with a view to deprive the
person lacking minimum qualification, knowledge, skill, experience from the selection process.
When the persons lacking minimum requirements are permitted to participate in selection
process, the time, cost, effort may waste. So, such screening is done with a view to discard
physically & mentally unfit persons lacking proper image, proper personality etc from the
selection phase.
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2) Completion of Application Form and Evaluation
The candidates successfully completing initial screening are requested to fill up the blank
application provided by the organization. There is no universal format of application. It includes
the vital information, such as the name, age, address, academic qualification, experience,
training, physical status and others which the organizations think significant. They have to fill up
such application in the prescribed way. The experts take decision regarding whether to proceed
the candidates to further steps or not depending on the proper evaluation of the filled up forms.
3) Employment Test
Various experiments are conducted for the candidates who have successfully completed the
second phase. The main goal of conducting such test is to determine the suitability of concerned
candidate to concerned job or to notice the consistency between the person and work variable.
The test includes intelligence test, personality test, psychological test, dexterity test etc. Mostly
written exam is conducted by asking various questions about the job and only the candidates
scoring minimum pass marks are accepted for further step. Similarly, problem solving, case
study, group discussion, practical exam can also be undertaken.
4) Comprehensive Interview / Selection Interview
The detail interview is taken for those candidates who prove successful from employment
testing. The main goal of taking such interview is to collect more than more information about
the candidates as well as to inform them about the organization. It helps to notice the personality,
communicating skill etc of the candidates as well as to verify the information kept by them in
application form. Such interview may be taken by departmental head or selection committee or
interview committee etc as per the nature of the position. The place of taking interview should be
peaceful and conducive to the candidates to express their opinion clearly & easily.
5) Background Investigation / Reference Check
This investigation is conducted with a view to verify the information provided by the candidates
about their service or job, performance level, former employer etc. It is possible to perform
through Correspondence, telephone enquiry as well as direct visit. In fact, it is a complex task
because nobody presents his or her information negatively. Similarly, the concerned organization
may dislike to tender confidential information about the candidates. So, it is necessary to attempt
properly, carefully and wisely to get exact information in reliable way.
6) Physical Examination / Medical Test
In this phase, the physical examination of candidates is undertaken. Some organizations may
require the candidates to include the medical report right at the time of submitting application.
However, it is necessary to perform detail medical check even by the physician prescribed by the
organization to verify the fact & information presented in such report. The main goal of
performing such examination is to be clear about the physical & mental fitness of the candidates.
It is also performed with a view to determine the employees' chance of becoming disable in
future. It is vital step in the sense that the health condition of the candidates can directly
influence the financial resources of the org. Hence, it is conducted with a view to disqualify
physically unfit person as well as to protect the organization from bearing unnecessary financial
burden.
7) Final Employment Decision & Placement
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Lastly, the candidates getting success from above mentioned step are kept for final selection. If
the required vacancy & number of chosen or selected candidates are equal, all of them are
appointed. If the number of persons chosen from given steps exceeds the required vacancy, they
are appointed on merit basis as per the scores obtained by them. The names of some successful
candidates are kept in waiting list. If the candidates naming in such list do not take the
appointment, the waiting list candidates get such opportunity.
The 1st appointment is given for probation period which ranges from 6 months (female) to 1 year
(male) and the persons showing satisfactory performance during probation period are
permanently appointed.
The selection Test
Various types of tests are required to perform in the course of selecting the new employees. They
help to collect more than more information regarding the candidates. The selection test curtails
the cost of selection in the beginning which also curtails the cost of training & development in
turn. Some important selection tests are as follows:
1) Intelligence Test
It is a type of ability test. The test performed to evaluate or understand the mental or
intellectual ability of individual is called intelligence test. Here, the understanding ability,
decision making ability etc are examined. It pinpoints mental age. Both oral & written means can
be used for it. It can be used for all persons from the top level to lower level requiring specialized
skill or not. Here, Intelligence quotient (IQ) is computed with the help of following formula:
IQ= Mental Age
Actual Age ×100
2) Aptitude Test
It is also another ability test conducted to have information about the ability of learning certain
skill required to perform specific function. It helps to determine the potential learning ability of
individual. Here, both existing ability as well as potential ability are evaluated. General
management aptitude test (GMAT) is its example. It insists on determining potentialities of
learning new job or skill. There are three types of such test viz. mechanical aptitude test, artistic
aptitude test, psychomotor aptitude test (test of velocity or test of physical aspects like hand
movement, body movement etc.)
3) Interest Test
It is a sort of personality test measuring activity preferences. So, the test designed to know the
specific area of interest of individual is called interest test. It helps to determine the specific area
of interest of concerned individual so that he/ she can be satisfied by making involved in the
same area. It has vital role in shaping the occupational track. It assumes that there is high
correlation between the interest of individual & work success.
4) Proficiency Test/ Achievement Test
It is the test conducted to evaluate the existing stock of knowledge & skill inherent in an
individual. It measures the level of knowledge, skill & expertise existing in an individual at
present time period. Both the theoretical & practical knowledge & skills are examined under it.
For example: BBS final exam. It can be divided into job knowledge test & work sample test. In
former, the knowledge of real job is evaluated while in latter, a part of real job is given to
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accomplish. e.g. evaluation of typing speed, accuracy and efficiency for computer operator, data
entry test for secretarial job. Hence, it assists in determining how well an individual can perform
tasks related to the job.
5) Personality Test
The test conducted to know about different facets of the personality of concerned person is called
personality test. Here, physical structure, posture, dress up, tradition & custom, vocabulary,
passion, confidence, norms & values etc are evaluated. It is especially used to measure a
prospective employee’s motivation to function in a particular work environment. It is also called
personality inventories. Due to it, it can be determined that whether the concerned person is of
healthy personality or sick personality. Some world widely popular personality tests include
MMPI (Minnesota Multiphasic Personality Inventory), CPI (California Psychological Inventory),
BPI (Bernsenter Personality Inventory), TAT (Thematic Apperception Test), TTS (Thurstone
Temperament Survey), Guilford - Zimmerman Temperament Survey etc.
6) Honesty Test
This test is performed with a view to verify the accuracy of the information provided by the
candidates. It evaluates the honesty of the candidates & includes polygraph test, paper pencil test
etc. Polygraph test is designed to ensure accuracy of information & entails lie detector. The lie
detector is a mechanical equipment which records certain bodily change expected to occur while
lying something. It is widely used to minimize the loss due to theft or swindling by the
employee. So, it is useful to department stores, banks, treasury offices, jewellery shops etc. In
paper pencil test, individual applies paper & pencil to give answer as yes or no in the list of
various questions. The honesty test helps to overthrow dishonest employees & also gives the
message to similar persons that dishonesty will not be tolerated at any cost.
7) Situational Test
It evaluates the role played by candidates in hypothetical situation that truly represents the job
related real life situation. Candidates are required to address situation specific problem. The
initiative, leadership, communicating skills, way of drawing inferences (conclusion), invaluable
idea etc of the candidates during complex situation are observed & evaluated.
8) Graphology Test
It is designed to analyze the handwriting of an individual. The handwriting can suggest not only
the degree of energy, inhibitions and spontaneity but also reveal the idiosyncrasy( a behavior of
thinking that is characteristic of a person / mannerism), elements of balance and control. For
instance: big letters and emphasis on capital letters signify the tendency towards domination and
competitiveness. A slant(inclination) to the right, moderate pressure and good legibility(property
of being easily readable) indicate leadership potential.
Interview
It occupies very vital role in the selection process. Simply, it refers to direct oral talk or two way
conversation. In the context of employee selection, interview implies direct conversation or task
of questioning & answering in order to identify capable candidates. It is the process of holding
in-depth conversation directly to evaluate the suitability of the candidates in any position. It
helps to notice the attitude, norms & values, personality etc of the candidates. The main goal of it
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is to collect more than more information about the candidates. Similarly, it aims to help the
candidates to make certain idea about the organization as well as to feel that the selection process
is fair & impartial.
It can be done individually or in group by an individual or group of experts. It requires three
stages viz preparation, implementation & evaluation.
According to Brown & Ghiselli, “Interview stands for a generic concept which includes a
variety of procedures used in collecting data through a person to person contact between an
interviewer & a respondent.”
According to P.V. Young, “Personal interview is an effective, informal, verbal & non- verbal
conversation, initiated for specific purpose & focused on certain planned content areas.”
While conducting the interview effectively, the following principles should be taken into
consideration:
- The interviewer should be able to establish contact with interviewee.
- The interviewer should be polite, honest and able to keep patience.
- The interviewee should not be kept into the state of puzzle.
- The interviewer should be able to record the available information properly.
- The interviewer should be able to wrap or end the interview in proper way.
Types of Interview
Interview can be classified into different types on different grounds. It may be formal and
informal, individual, group and panel, preliminary and final etc. However, most commonly, it
can be divided into following three types:
1) Structured Interview (Directive Approach)
When the interview is conducted by preparing the questions in advance or with pre plan, it is
called structured interview. In this method, certain predetermined questions are asked to all
candidates. Such questions are given along with possible answers. This interview gives focus
mainly to past activity, education, professional goal etc of the individual. It has the highest
reliability and validity. However, it is not possible to ask follow up questions. As the possible
answers are also provided, it is the directive approach.
2) Semi- Structured Interview (Mixed Approach)
When the interview is taken by fixing some questions in advance and asking other questions as
per the issues evolved during conversation, it is called semi- structured interview. Under this
method, pre-plan is done for the significant issues while other questions are asked during
conversation as per the situation. It is widely popular in practice. It has moderate reliability and
validity.
3) Unstructured Interview (Non – Directive Approach)
When the interview is conducted without pre plan or not determining the questions in advance, it
is called unstructured interview. Here, the interviewee is free to express his/ her view. So, it is
also known as open interview. He/she is not forced to choose from among limited alternatives.
Possible answers are not given to the interviewee. It is of conversational type and the interview is
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conducted by preparing the questions immediately as per the issue raised during conversation.
Here, the questions may be different to different persons. Some important job related issues may
remain unanswered. Similarly, it requires relatively long time too. It has reliability and validity.
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