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Employed private governmental or not for profit can

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employed – private, governmental, or not-for-profit can also affect the selectionprocess.For instance, a business in the private sector is heavily profit oriented.As aresult, prospective employees are screened with regard to how they can help achieve
profit goals.On the other hand, government civil service systems typically identifyqualified applicants through completive examination.Individuals being consideredfor positions in not-for-profit organizations confront still a different situation.Thesalary level and other benefits may not be competitive with private and governmentalorganizations.Therefore, a person who fills one of these positions must not only bequalified but also dedicated to this type of work.vi.Probationary Period: Many firms use a probationary period that permits them toevaluate an employee’s ability based on established performance.This practice maybe either a substitute for certain phases of the selection process or a check on thevalidity of the process.The rationale is that, if an individual can successfullyperform the job during the probationary period, other selection tools may not beneeded.In any event,newly hiredemployees should be monitored to determinewhether thehiringdecision was a good one.Even though a firm may be unionized, a new employee typically is not protected bythe union–management agreement until after a certain probationary period.Theprobationary period may vary from country to country or from company to company.Nevertheless, the commonly applied probation period is from 60 to 90 days.During that time, an employee may be terminated with little or no justification.When the probationary period is over, terminating a marginal employee may prove tobe quite difficult.Once workers come under the union-management agreement, itsterms must be followed in changing an employees’ status.Therefore, to avoid anydisputes that may arise as a resultof terminating a marginal employee,identification of the mostproductive workers through the selection processbecomes especially important.
5.1.4. The Selection ProcessThe selection process typically begins with the preliminary interview, after which obviouslyunqualified candidates are quickly rejected.Next, applicants complete the firm’s application foremployment.Then they progress through a series of selection tests, the employment interview,and reference and background checks.The successful applicant receives a company physicalexamination.The individual is employed if results of the physical examination are satisfactory.Usually, several external and internal factors impact the selection process, as discussed earlierand the manager or recruiter is required to take them into account in making selection decisions.

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