the society about its image and impartiality, organisations need to have an objective system/ method of selection. This helps the organisation attract the most qualified and competent candidates to it. So much so, the Constitution of India makes it obligatory to specially state employment agencies to be impartial and objective while selecting candidates for filling vacancies in them. Here clause 1 and 2 of Article 16 of the constitution are worth citing.
Article 16, Clause 1
There shall be equality of opportunity for all citizens in matters relating to employment and appointment to any office under the state.
Article 16, Clause2
No citizen shall, on grounds only of religion, race, caste, sex, descent, place of birth, residence or any of them, be uneligible for or discriminated against in respect of any employment or office under the state.
7.3 SELECTION METHODS / PROCESS
There is no single universally accepted selection process followed by all organisations. The selection process is likely to vary from organisation to organisation depending upon the nature of jobs and organisation. Notwithstanding, following are the steps involved in a standard selection process: 1. Preliminary Interview 2. Application Blank 3. Selection Tests 4. Selection Interview 5. Reference Checks 6. Physical Examination 7. Final Selection
These are discussed one by one.
7.3.1 Preliminary Interview
Preliminary interview follows screening which was discussed in the previous chapter. Like screen- ing, the purpose of the preliminary interview is to eliminate unsuitable or unqualified candidates from the selection process. In screening unqualified candidates are eliminated on the basis of information given in the application form, whereas preliminary interview rejects misfits for reasons, which did not
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appear in the application forms. Due care needs to be taken to ensure that the weeding out process does not lead to the elimination of desirable candidates.Obviously, preliminary interviews should be conducted by someone who inspires confidence, who is genuinely interested in people and whose judgement in the adjudging of applicants is fairly reliable. Besides, the interviewer should be courte- ous, kind and receptive. He/she should not appear brusque or impatient. That is precisely the reason, preliminary interview is also called ‘courtesy interview’.
7.3.2 Application Blanks
Application blank is the commonest device for getting information from a prospective candi- date. Almost all organisations require job seekers to fill up an application. This serves as a personal record of the candidate bearing personal history profile, detailed personal activities, skills and accomplishments. Accordingly,the following data is generally called on from the appli- cant through application blank:
(a) Biographical Information: It includes name, father’s name, age, sex, nationality, height, marital status, identification mark and number of dependents.
(b) Educational Information: These cover candidate’s academic qualification, courses, year of passing, subjects offered, percentage of marks, division, names of the educational institu- tions, training acquired, scholarship, etc.
(c) Work Experience: It includes positions held, name of the employer, nature of job, salary, duration of various assignments, reasons for leaving the present job, membership of profes- sional bodies, etc.
(d) Salary: It refers to the minimum salary accetable and minimum joining period required. (e) Extra Curricular Information: It covers information like participation in games, level of
participation, prizes won. dramas, debates, NSS, NCC, hobbies, etc.
(f) References: It includes the names of (two or three) referees who know the character, work and abilities of the candidate. However, empirical evidences8 report a very slight
relationship between references and performance measures. Besides inaccurate facts, this can also be attributed to the referee’s inability to assess and describe the candi- date, and his limited knowledge about him.
The questions inserted in the question blank should be valid. Superfluous questions should be avoided. The information supplied by the candidate in the application blank should be authentic and verifiable. In case of false information given, the selection of the candidate, if selected, should stand cancelled.
A specimen of the Application Blank is given as follows:
DEPARTMENT OF
TELECOMMUNICATIONS
Office of the Telecom. District Manager: Mahabubnagar-509050 No. E. 1-9/MD-Rectt/TDM-MBN/99-2000/83
tddtd. at MBN 12-06-2000 NOTIFICATION
Sub:- Recruitment to the Cadre of Motor Drivers.
It is proposed to recruit Motor Drivers to work in the jurisdiction of Mahabubnagar Telecom. District to fillup the vacancies from the Departmental/Outside candidates.
Applications are invited from the eligible candidates (in the prescribed proforma) so as to reach this office positively by 25-7-2000.
Vacancies : Departmental Quota: OC-1, SC/ST-Nil, Total-1, Outside Quota:
OC-1, SC/ST-Nil, Total-1
Scale of Pay: Rs. 3050-75-3950-80-4590/-
Age : Between 21 and 30 years (Relaxable upto 42 years for Departmental candidates and upto
47 years in respect of SC/ST candidates and Upper Age limit is also relaxable by three(3) years in respect of OBC candidates).
Educational and Other Qualifications:
(a) Essential : Abillity to read and write Local languages and to make simple arithmetical calculations, should be free from defective hearing and colour/night blindness. (Doctor’s certificate should be enclosed).
(b) Desirable :Middle standard Pass, should have knowledge in linked languages i.e. English/ Hindi.
(c) Licence : They should be in possession of a valid Driving Licence for Light and Heavy Motor Vehicles.
(d) Experience : They should have at least four (4) years Driving Experience of Light and Heavy Motor Vehicles provided that the candidate should have at least one year experi- ence of driving Heavy motor vehicles.
(e) Eligibility : All Group ‘C’ and Group ‘D’ officials having three (3) years of Regular Service in the eligible cadre in the Unit of recruitment and whose pay scale is lower than that of Drivers. (f) Selection : Selection shall be made from amongst the candidates possessing the above qualifications and Licence on the basis of a Driving Test to assess their competency to drive Light and Heavy Vehicles.
Note: The Departmental candidates should apply through Proper Channel. Applications re-
ceived incomplete manner and after the last date will not be entertained.
Divisional Engineer (Admn) Telecom. Dist. Manager Mahabubnagar-509050 Department of Telcommunications
Application for the post of Motor Drivers in Mahabubnagar Telecom District, A.P. Circle.
1. Name of the Candidate (in block letters) 2. Name of Father
3. Date of Birth
(Attested copy of Certificate to be attached) 4. Whether belongs to SC/ST/OBC
5. Nationality
6. Educational Qualifications
(Attested copy of Certificate to be attached) 7. Nature of Licence possessed (Light/Heavy)
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8. Experience in Driving
9. Employment Registration No.,if any 10. Postal Address for Communication
I hereby declare that all the particulars given above are correct.
Date: Signature of the Candidate Place:
Now, some issues that concern application blank seem pertinent to mention here: (i) What items should be included in the application blanks and what weightage should be assinged to them to take the decision on selection? (ii) What is the reliability and validity of information generated through application blanks to determine its worth in predicting success on the job? (iii) How to justify the inclusion of certain items in the application blanks ?