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- 1. RECRUITMENT AND SELECTION COMPARE THE SELECTION PROCESS OF TWO DIFFERENT SECTOR OR INDUSTRIES? BANKING AND TELECOM SECTOR Selection Process of Banking sector: There is no shortcut to an accurate evaluation of a candidate. The hiring procedures are,therefore, generally long and complicated. Many employers make use of such techniques and pseudo-sciences as phrenology, physiognomy, astrology,graphology etc., while coming to hiring decisions. However, in modern times, these are considered to be unreliable measures.The following is a popular procedure though it may be modified to suit individual situation: Preliminary interview: It is generally brief and does the job of eliminating the totally unsuitable candidates. It offers advantages not only to the organization but also to the applicant. Receiving applications: Application form is useful for several reasons. It gives a preliminary idea about the candidate to the interviewer and helps him in formulating questions to have more information about the candidate. Screening of applications: After receiving the applications they are screened by a screening committee and a list is proposed of the candidates to be interviewed. Employment tests: Before deciding upon the job or jobs suitable for a particular individual, one should know the level of his ability and knowledge. This will require the use of employment tests. The employment test areas are as follows: Intelligence tests Aptitude tests
- 2. Personality tests Interest tests Proficiency tests Employment interview: The several purposes of an employment interview are: 1. To find out suitability of the candidate 2. To seek more information about the candidate 3. To give him an accurate picture of the job with details of terms and conditions and some idea of the organization as well. Physical examination: The pre employment physical examination or medical test of a candidate is an important step in selection procedure. It the physical abilities of a candidate. Checking references: Prior to the final selection, the prospective employer normally makes an investigation on the reference provided by the applicant and undertakes 40 more or less a research through searching into candidate’s past employment, education, personal, reputation, etc.. Final selection: After a candidate has cleared all the hurdles in the selection procedure, he is formally appointed by issuing him an appointment letter by concluding with him a service agreement Selection procedures followed in the banking sector : Candidates are recruited on the basis of written test and interviews. Candidates must have good analytical reasoning ability and logical power.Candidate has to go through three interviews in the selection process. Among them two technical interviews and one Human resource interview is conducted. The company looks for technical and job specification both in the candidate. TELECOM SECTOR SELECTION PROCESS:
- 3. Preliminary Interview or Screening: It is used to eliminate those candidates wlaid down by the organization. The skills, academic and family background,competencies and interests of the candidate are examined during preliminary interview.Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company application blank: The candidates who clear the preliminary interview are required to fill application blank It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc Employment Tests: Written test: Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased Classification of test on the basis of Human bheiviour: Aptitude or potential ability test: Such tests are widely used to measure the la jobs or skills. They will enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical or mechanical. These tests may take one of the following forms. a) Mental or Intelligence she has mental capacity to deal with new problems. b) Mechanical Aptitude Test - measures the ca particular type of mechanical work. This could help in knowing a person’s capability for spatial visualization, perceptual speed manual dexterity, visual motor coordination or integration, visual insights etc c) Psychometric tests – these tests measusres a person sures a per job Achievement test: Al nown as proficiency tests they measure the skill, knowledge which is acquired as a result of a training program and on the job experience they
- 4. determine the admission feasibility of a candidate and measure what he/she is capable of doing. Personality tests: These tests aim at measuring those basic make up or characteristics of an individual which are non-intellectual in their nature. In other words they probe deeply to discover clues to an individual’s value system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the illness of the everyday life and his capacity for interpersonal relations and self image. Comprehensive Interviews : Interview are a crucial part of the recruitment process for most organizations. Their purpose is to give the selector a chance to assess the candidate and to demonstrate their abilities and personality. It’s also an opportunity for an employer to assess them and to make sure the organization and position are right for the candidate. An interview is an attempt to secure maximum amount of information from candidate concerning his suitability for the job under consideration. Technical Interviews : If a candidate has applied for a job or course that requires technical knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection process, that the candidate will be asked technical questions or have a separate technical interview to test his/her knowledge. Questions may focus on the final year project and his/her choice of approach to it or on real/hypothetical technical problems. It seen that the candidate proves himself/herself but also they admit to what they don’t know Background checks and enquiries: Offers of appointment are subject to references and security checks. The references given in the candidate’s application will be tak Security checks will be conducted can take a while if the candidate has lived abroad for any period of time. Medical examination: Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.
- 5. Final Selection: Those individival who performs on employee test and interview and are not eliminated by development of negative information on eitherthe background investigation or physical examination are now considered to be eligible to receive an offer of employment. Who makes that employment offer? For administrative purposes the personnel department should make the offer. But their role should be only administrative. The actual hiring decision should be made by the manager in the department that had the position open. A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter Comparing both banking and telecom sector selection process: Banking Telecom There is no shortcut to an accurate evaluation of a candidate There is shortcut to an accurate evaluation of a candidate
- 6. The hiring procedures are, generally long and complicated The hiring procedures are not generally long and complicated It offers advantages not only to the organization but also to the applicant. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company Intelligence tests Aptitude tests Personality tests Interest tests Proficiency tests aptitude test, intelligence test , reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. The pre employment physical examination or medical test of a candidate is not much required for selection procedure The pre employment physical examination or medical test of a candidate is an important step in selection procedure Required more finacnial background Required more technical knowledge In selection process in( banking) the candiate must require accountant skills In selection process (telecom) the candidate must know the telecom sector (technological skills). The candidate must be qualified in apt graduate in MBA (finance) The candidate must be qualified in apt graduate in IT sectors.