They are requested to provide their frank opinion

Info icon This preview shows pages 18–20. Sign up to view the full content.

View Full Document Right Arrow Icon
They are requested to provide their frank opinion about the candidate without incurring any liability. They are assured that all the information supplied will kept confidential. 6. Selection Decision In most of the organizations, the human resource department carries out selection process. The decision of this department is recommendatory. The executive of the concerned department finally approves the candidates short-listed by the department. 7. Physical examination or Medical evaluation Applicants who have crossed the above stages are sent for a physical examination either to the company’s physician to the medical officer approved for the purpose. Such examination serves the following purposes: a) It determines whether the candidate is physically fit to perform the job. Those who are physically unfit are rejected. b) It reveals existing disabilities and provides a record of the employee’s health at the time of selection. This record will help in settling company’s liability under the workmen compensation act for claim of an injury. c) It prevents the employment of people suffering from contagious diseases. 8. Final approval or hiring decision Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, and the date by which the candidate should join and other terms and conditions in brief. Reviewing the hiring process After completing the hiring, the selection process ought to be evaluated. Here are some considerations in the evaluation: What about the number of initial applicants? Where there too many applicants? Too few? Does the firm need to think about changing its advertisement and recruiting to get the results desired?
Image of page 18

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
What was the nature of the applicant’s qualification? Were the applicants too qualified enough? Perhaps the advertisements need to be re-worked to attract more appropriate candidates. In this case, using a job description can help. How cost effective was the advertising? A simple way to measure is to divide the cost (not only in birr but in your time) by either the number of total applicants or the number of applicants that you considered seriously. Were there questions that needed to be asked but weren’t? How well did the interviewers do? One way to determine this is to ask the new employee to critique the interviewing process. Did employment tests support or help the hiring decision? If not, may be the firm will have to reconsider the kinds of tests it is administering. Further, the evaluation process should help the firm decide if the cost and the time involved in the testing is worth it. 4.2.3. Factors governing selection Many small businesses depend on the expertise of their human resources department to make important hiring decisions on behalf of the company. Selecting the right candidates to fill a job position within a company can be challenging, but some common factors exist that influence the HR selection method. A business owner and the HR staff should understand and value the same factors so that employees they hire meet the qualifications and fit within the company’s culture.
Image of page 19
Image of page 20
This is the end of the preview. Sign up to access the rest of the document.