Employee Selection - Purpose of selection process

The first and foremost step before going for employee selection is identifying of vacancy position and how many posts are vacant in what category should be ascertained for issuing notification for jobs.

Employee Selection is the process of interviewing and evaluating the candidates for a specific job and selecting an individual for employment based on certain criteria (qualifications, skills and Experience). Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.

Employee Selection is the process of choosing individuals who have relevant qualifications to fill jobs in an organization. Without qualified employees, an organization is in a poorer position to succeed.

Selection is much more than just choosing the best available person. Selecting the appropriate set of knowledge, skills, and abilities (KSAs)—which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs. The task is made more difficult because it is not always possible to tell exactly what the applicant really can and wants to do. Fit between the applicant and the organization affects both the employer’s willingness to make a job offer and an applicant’s willingness to accept a job. Fitting a person to the right job is called placement

Good selection and placement decisions are an important part of successful HR management. Some would argue that these decisions are the most important part. Productivity improvement for an employer may come from changes in incentive pay plans, improved training, or better job design; but unless the employer has the necessary people with the appropriate KSAs in place, those changes may not have much impact. The very best training will not enable someone with little aptitude for a certain job to do that job well and enjoy it.

The HR Recruiter
screens and interviews potential employees on behalf of the organization. They conduct pre-employment tests and reference checks as well as provide training and guidance to hiring managers on policies, process, and regulatory issues. Additionally, they may place employment advertisements and analyze reports and trends.

Purpose of selection process

The purpose of selection process is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee’s work. Any mismatched in this regard can cost an organisation a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate ‘hot news’ and juicy bits of negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the ‘fit’ between people the job.

Tech Business Leaders Reveal 2017’s Recruitment Gaps

1/3 Struggle to Find Staff with Interpersonal Skills


According to 500 business leaders, finding good interpersonal skills is the biggest recruitment challenge tech employers face in 2017. A third (31%) of those surveyed in the tech industry said soft skills were the most difficult to find among candidates.

As employees now stay at work until later in life, age has become a challenge to - 41% said it was the biggest challenge to diversity in the workplace, compared to just 28% for gender, and 21% for ethnicity.  Unsurprisingly, women saw gender as a bigger challenge, with 32% of those surveyed saying it was their biggest concern.


Jack Cullen, president of Modis commented:

“While age is an increasingly prevalent issue in recruitment, diversity issues like gender and ethnicity should not be forgotten. In 2016, women held only 26% of technology jobs, so there is still a lot of opportunity to address that gap.”


As far as ‘hard skills’ go, ‘security and critical infrastructure’ was the skill recruiters struggled the most to find in candidates, with almost a quarter (22%) saying it was the most difficult to find. This is concerning when we consider that “external threats” was named as the biggest potential hazard to tech businesses in 2017 by 40% of those surveyed.

When asked about their priorities for attracting top talent, the decision-makers surveyed also revealed that:

  • 63% believe salary is more important than the longevity of a company
  • 42% said they expect a salary higher than the market average
  • 60% of men in the tech industry said benefits such as flexible working and free fruit are more important than salary
  • When hiring candidates who are employed, most respondents offer an average salary increase between 6-9% (33%) and 10-15% (32%).

Araminta Hannah
Media & Online Relations Specialist

Facts [+]

The HR Employment Manager directs the organization's recruitment, screening, interviewing, selection, and placement activities. They manage employment functions and staff members. In addition, they extend job offers and establish starting salaries, arrange advertising or employment agency services, and produce affirmative action or college recruiting programs.

Most hiring managers believe passionate employees are high achievers. Assessing a potential candidate's passion is more of an art than a science. Some feel those that pursue a job opening with vigor are passionate. Some think speed-talkers or speed-thinkers are passionate. Others gauge passion by looking at high school or college activities such as sports, band, and debate team participation.

The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. The Myers-Briggs personality assessment has been identifying introverts, extroverts and other personality types since 1943. Based on the theories of psychologist Carl Jung, the Myers-Briggs questionnaire has been gauging personalities through attitude, style and cultural changes occurring during the past 60 years. Many consider it an essential tool for hiring and career development. The indicator is frequently used in the areas of pedagogy, career counseling, team building, group dynamics, professional development, marketing, family business, leadership training, executive coaching, life coaching, personal development, marriage counseling, and workers' compensation claims.

Employee selection process at few companies

Siemens India: It uses extensive psychometric instruments to evaluate short-listed candidates. The company uses occupational personality questionnaire to understand the candidate’s personal attributes and occupational testing to measure competencies.

LG Electronics India: LG Electronics uses 3 psychometric tests to measure a person’s ability as a team player, to check personality types and to find a person’s responsiveness and assertiveness.

Arthur Anderson: while evaluating candidates, the company conducts critical behaviour interviewing which evaluates the suitability of the candidate for the position, largely based on his past experience and credentials

PepsiCo India: The Company uses India as a global recruitment resource. To select professionals for global careers with it, the company uses a competency- based interviewing technique that looks at the candidate’s abilities in terms of strategizing, lateral thinking, problem solving, managing the environment. This apart, Pepsi insists that to succeed in a global posting, these individuals possess strong functional knowledge and come from a cosmopolitan background.Source: Business Today, April 7-21 2004, pg 129.

Non Joining Duty (NJD) Vacancy Post Can't Be Filled From Expired Rank List If It is Reported After Expiry of Rank List: Supreme Court of India

[Read judgement]

Aneesh Kumar VS and others vs State of Kerala and others

Case No : Civil Appeal No 2368/2020

"it is well established that the Commission (KPSC) cannot advise any candidate after the expiry of a Ranked List, even to an NJD vacancy, if such vacancies are reported after the expiry of the list in question. We agree with this opinion of the Full Bench".

The NJD vacancies reported after the expiry of the first list must be filled up from the subsequent lists, ordered the Court.

"Considering the indisputable facts and unexceptionable finding recorded by the Full Bench which commends to us, it must follow that the appellants were not entitled to base their claim in reference to the first Ranked List (RLI), which had ceased to exist on 1.6.2016, by filing writ petition(s) on 12.10.2017 for the stated reliefs. As the first Ranked List (RLI), in law, ceased to exist from 1.6.2016, no relief could be granted to the appellants and the principles of "actus curiae neminem gravabit and lex non cogit ad impossibilia" will be of no avail, as it was not a case of any prejudice caused to the appellants on account of Court order as such", the bench said in conclusion.


When there are gross irregularities in the selection process in public employment, principal of estoppel does not arise [the Supreme Court of India]

What is estoppel?

Indian evidence act 1872, U/S 115 says, When one person has, by his declaration, act or omission, intentionally caused or permitted another person to believe a thing to be true and to act upon such belief, neither he nor his representative shall be allowed, in any suit or proceeding between himself and such person or his representative, to deny the truth of that thing.


A intentionally and falsely leads B to believe that certain land belongs to A, and thereby induces B to buy and pay for it.

The land afterwards becomes the property of A, and A seeks to set aside the sale on the ground that, at the time the sale, he had not title. He must not be allowed to prove his want to title.

When candidate is not aware of the criteria of selection under which he was subjected in the process and the said criteria for the first time is published along with final result dated 10.04.2010, he cannot be estopped from challenging the criteria of selection and the entire process of selection. Further when the written examination as notified earlier was scrapped and every eligible candidate was called for interview giving a go bye to a fair and reasonable process for shortlisting the candidates for interview, that too only by Chairman of the Commission whereas decision regarding criteria of selection has to be taken by Commission, the candidates have every right to challenge the entire selection process so conducted.

The Division Bench of the High Court is right in its conclusion that the selection criteria, which saw the light of the day along with declaration of the selection result could be assailed by the unsuccessful candidates only after it was published. Similarly, selection process which was notified was never followed and the selection criteria which was followed was never notified till the declaration of final result, hence, the writ petitioners cannot be estopped from challenging the selection. We, thus, hold that the writ petitions filed by the petitioners could not have been thrown on the ground of estoppel and the writ petitioners could very well challenge the criteria of selection applied by the Commission, which was declared by the Commission only at the time of declaration of the final result.

The selection and appointment on post in the State have to conform to the fundamental rights guaranteed to the citizens under Articles 14 and 16. The objective of a State in selecting persons into public service has always been to select the best and most suitable person.

Ways to find a job in a tough market

Getting a new job may be tough in a glum economic environment, but that should not deter you from looking. Following some easy, yet often ignored, steps should help you sail through.

Map your Competency
"Individuals should identify the skill sets they are good at and should look for industries where they fit in," says Sunil Goel, director of executive search firm GlobalHunt. Perry Madan, executive director at EWS Search, adds: "When times are hard, people should think out of the box and concentrate on the skill sets rather than limiting themselves to their industry."

List your Options
Make a list of companies you wish to work for and identify their structures and hiring cycles. "One could make two separate lists - of companies that are most desired and companies that are not high on priority, but can work as a platform for getting another posting elsewhere," says Goel.

Go Glocal
A lot of MNCs are ramping up operations across the country, and not just the metros. "Tier II, tier III cities and rural markets have plenty of opportunities and a lot of companies within the F&B and education space have ambitious plans for such areas. One should not hesitate in exploring such opportunities," says Madan.

Meet People
Get active on social networking websites and job portals, and meet people if possible. "It is always better to meet people rather than mailing or calling them, as face value has a greater recall ," says Goel.

Be Specific
Your profile should be specific and should highlight your work areas and expertise. Avoid overloading your resume with content to prevent misrepresentation.

6 Mistakes To Avoid When Hiring Remote Staff

Remote hiring is not as easy as it may sound. Like any other hiring process, you need to be prepared for how you’ll conduct business with potential and current remote employees. Though, it’s still possible to come across one or some of the six mistakes that companies many do during the remote hiring process.

But don’t panic! We’re here to help you overcome these obstacles in your next remote hiring venture.

What is remote staffing? In this article, we’ll use the term remote staff to refer to expert home workers, who have similar skills to your in-house staff. They may be individual people, with their own website or portfolio, or you may have hired them through an agency or website. They might live in a different time zone, but can take the brunt of your company’s excess workload during more busy times.

Here are six common mistakes to avoid when hiring remote staff for your company.

1. Faceless Contact
“Remote workers tend to feel disconnected, if their employer is faceless for much of the employment,” says John Lewis, a business writer at Study demic and Elite assignment help. “One great idea would be to invite your remote staff to the office about a few times a month, so that you all can chat together and catch up on what’s going on. If their location is far from yours, then use video chat like Skype and Google Hangouts to keep in touch with them.”

2. Hiring Someone With No Experience
Remote employees have different skillsets than in-house employees. Remote staff tend to be responsive and available within your time zone; and, they know what’s expected when working remotely.
Therefore, make sure that you hire someone who has that mindset and experience in working at home, and handle whatever moments of isolation come their way. Just remember that remote work isn’t for everyone; so, it’s best to choose your candidate wisely.

3. Not Knowing Your Staff Personally
Unlikely with physical workers who you can easily talk to from their office setting, or in a conference room, communicating with remote workers is different, because these workers are not in the office with you. Thus, learning about their interests and frustrations is not as easy as going to the room next door.
As a manager, you need to get to know all of your employees, including remote staff. Having one-on-one calls and video chats a few times a month is one good way to learn more about your remote employees. Even ice-breakers can help made the mood more friendly, as you meet one-on-one, and it makes remote staff feel like part of the team.

4. Not Asking The Right Questions
A resume only tells part of a person’s story. Although it may show a candidate’s accomplishments and job history, what it doesn’t show is how well they’ve done those things or how productive they can be.
So, when hiring, ask the right questions. For remote workers, ask and see if they’re comfortable working at home, and how they will handle meetings and one-on-ones moving forward. Ask all the technology that they’re familiar with, and the actions they’ll take in case of a power outage. Ask how they would handle things like burnout and distractions. Also, ask if they have other commitments, and how well they manage the balance between life and work. Finally, ask what brought them to looking for remote work, and why they would be a good candidate for the job.

5. Not Giving Your Remote Staff Perks
Employees like when their companies have special perks in the office every once in a while. And you, as manager, can reward your in-house team for their hard work, like a monthly pizza party, or donuts on Fridays.
But what about your remote staff? How can you include them, so that they don’t feel left out?
Why not send your remote employees gifts every once in a while? Maybe a t-shirt, a mug, or pens with your company logo? Or, you can send them gift cards, as a way of saying “thank you” for their hard work, thus making them feel more connected to your company.

6. Not Documenting Remote Staff Hirings
“Like physical hirings, you need to document all the hiring process for potential remote employees,” says Matthew Greenwood, a project manager at Uktopwriters and Revieweal. “Documentation allows you to create a project brief and instructions for recruiters to follow. Be sure to have the same questions be asked to all potential hires, so that you can get a clear idea of who would fit in the remote position(s) well.”

As you have better communication with your remote workers, and make them included in your company as much as possible, you’ll have a better experience in knowing what to expect from remote work, and hire the right people for the job.

Molly Crockett writes for Big Assignments and State of writing. As a marketing writer, she shares her unique lifestyle tips and personal development advice with her audience. She also works as a blog editor at Best Australian Writers.

Difference Between CV And Resume

A citizen of UK will apply for a job with a CV. An American forwards a resume with his job application. Nevertheless, an Australian applies with both. A lot of people do not know the difference between a CV and a resume. Here we learn the difference between a CV and a resume and where and how they are used.

What is a CV?
The Latin translation of the term Curriculum Vitae (CV) means the course of life. Hence a CV can be described as a detailed and in-depth document that narrates the details of the candidate’s achievements. A CV is much more than a career biography. A CV would generally cover the education, complete summary of previous work experience, publications, awards and honors received and other details that will throw enough light on the candidate’s caliber
and accomplishments. Chronological arrangement of details is necessary for a CV. Anyone looking at a CV will gain a fair picture of the candidate’s full working career. A CV is a static document. It does not change according to the position to which the subject is applying for. The difference is however effected by the candidate in the covering letter.

What is a resume?

A resume can be described as a concise document that is usually short and runs for not more than a page. A resume is intended for a recipient who will not be dwelling on your document for so long. The most important objective of a resume is to let the candidate stand out from the competition. A resume is usually adapted to the position applied for. The candidate is expected to tailor the resume to suit the position for which he makes the application. A resume
need not cover the whole of your career. It is need not follow a chronological order.

The main differences between a CV and resume

  • The major difference between a CV and resume are their purpose, layout and length. A CV is a highly descriptive document about the subject’s career and it can run for more than two or three pages. A resume is the summary ofthe candidate’s skills and experience.
  • A resume is tailored to the position applied for whereas a CV is a static document that remains unaltered for any position.
  • A CV is expected to follow a chronological order of the subject’s education, other experiences and work. Aresume on the other hand can be shuffled in a way suiting the purpose of the applicant.

Resumes and CVs across the globe

Resumes are highly preferred as application documents in the US and Canada. An American and a Canadian will use a CV only while applying for some positions abroad or while seeking a potion connected to academic research.

CV is the most preferred application document in UK, New Zealand and Ireland. In these countries, CVs are used for all kinds of application purposes and resumes are hardly in use in these countries.

In India, South Africa and Australia, the terms CV and resumes are used interchangeably. Usually an application
for a private sector enterprise calls for a resume and an application for a public sector establishment calls for a
CV in these countries.