2. Preliminary Interview: This steps attempt to screen out the obviously unqualified from the pool of applicants. This interview may be conducted by the manager or a personnel specialist. 3. Testing: The purpose of employment testing is to determine the candidate’s ability to perform the job. 4. In-Depth Interview: The in-depth interview provides the applicant’s prospective manager or managers the opportunity to verify information on hand and to find out more about the applicant’s interests, aspirations, and expectations. 5. Reference Check: Applicants normally are asked to supply personal or work reference on the application blank. Work references have value, provided the reference feels free to communicate. 6. Physical Examination: Prior to tendering a job offer, some organizations require potential employees to take a physical examination. The purposes of the examination are to: a) Prevent insurance claims for illness or injuries that occurred prior to employment by the company. b) Detect any communicable diseases c) Certify that the person can physically perform the work. 7. Offer of Employment: At this point, the top-ranking applicant is offered a job by management. This may involve a series of negotiations on initial salary depending on the organization’s compensation philosophy.
Method of Employee Selection A) Steps Prior to Selection 1. Collecting Departmental Requisition 2. Determination of Source 3. Serving Notice B) Steps Involve in Employee Selection 1. Obtaining Letter of Applicants and Sorting Out 2. Conducting Test a) Efficiency Test b) Intelligence Test c) Aptitude Test d) Personality Test 3. Taking Interview 4. Primary Selection 5. Enquiry of Personal History 32