Selection

The essentials

Selection is the process of choosing the most suitable candidates from the pool of applicants created by recruitment. Since it involves rejecting many applicants, it is called a negative process. A proper selection process reduces the chance of hiring the wrong person.

Key points

• Preliminary screening: removing unqualified or unfit candidates on the basis of application forms and a short interview.
• Selection tests: intelligence tests (measure the level of intelligence or mental ability), aptitude tests (measure the potential to learn new skills), personality tests (emotions, maturity, value system), trade tests (existing skills and knowledge) and interest tests (pattern of interests).
• Employment interview: a formal, in-depth conversation to judge the applicant's suitability.
• Reference and background checks: verifying information through referees, previous employers and other sources.
• Selection decision: the final choice, usually made by the manager concerned from among those who passed the earlier stages.
• Medical examination: checking physical fitness before the job offer.
• Job offer: a letter of appointment with the date of joining.
• Contract of employment: a written agreement covering job title, duties, pay, working hours, leave and other terms.

Exam tips

• Remember the order: screening, tests, interview, reference checks, decision, medical, job offer, contract.
• Aptitude means potential to learn; trade test means existing skill.

Common mistakes

• Mixing up aptitude tests and trade tests.
• Calling selection a positive process. It rejects more than it accepts.