Selection and Placement

Introduction

Selection and placement are two crucial processes within human resource management and organizational development, especially when recruiting or promoting employees.

"Selection" Defined

SELECTION is the process of making the most appropriate choice of the pool of candidates with the
requisite qualification and competencies to fill a vacancy.

Importance of selecting RIGHT

• To get the right person for the job.
• To establish or maintain an image as a good employer.
• To perform the selection process as cost effective as possible.

If you select WRONG

• Higher Human Resources costs may arise as a result of time spent in recruiting poor performing employees.
• People who are not a good fit to the role require more time and attention from their managers. The time that managers can spend on developing their best people is reduced.
• Employees with limited role specific capabilities take time to become productive and need more training to build their skills.
• Client satisfaction is impacted through an increase in errors, poor decision making and less effective client service.
• Underperforming staff impact the performance of the company.
• Morale is impacted.
• Cost incurred for induction and training of the wrong employee will go in vain.
• Additional cost in procuring the right employee.

The Process

Step 1: Advertise the position. Be clear and highlight the capabilities needed for the job.

Step 2: Resume screening and shortlisting. The goal is to eliminate the applicants who definitely don't fit the profile you are seeking. 

Step 3: Presentation of Data – presented shortlisted candidates in a clear and accurate manner.

Step 4: Preliminary Interviews. It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are also called screening interviews.

Step 5: Employment Test. Use a predictive assessment tool (aptitude test, job knowledge test, psychomotor test and personality test, general knowledge test).

Step 6: Secondary / Final Interviews. The goal is to clear up any discrepancies, sell the candidates on the position, and broadly explain the compensation package. (Panel interview)

Step 7: Reference Check. Ask about their capabilities as it relates to the job. Also ask about attribute match.

Step 8: Medical Examination: Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.

Step 9: Final Selection and collection of documents.

Step 10: Job Offer. Make sure the compensation plan offered is clear and unambiguous.

Step 11: Contract of employment.

Job Placement

The act of placing or appointing all employees into positions you recruited them for.

       The Process

Conclusion

In conclusion, effective selection and placement are vital processes that help organizations build a strong, capable workforce aligned with their goals and values. Selection ensures that the most qualified candidates are chosen based on skills, experience, and cultural fit, while placement focuses on assigning them to roles where they can thrive and contribute most effectively. When executed well, these processes reduce turnover, boost employee satisfaction, and enhance organizational productivity. By investing in thoughtful selection and strategic placement, organizations can create a work environment where both the company and its employees can grow and succeed together.

References

1. Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
2. Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice (15th ed.). Kogan Page.
3. Gatewood, R. D., Feild, H. S., & Barrick, M. (2018). Human Resource Selection (8th ed.). Cengage Learning.