Selection of EmployeesThe purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employeeâs work. Any mismatched in this regard can cost an organisation a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate âhot newsâ and juicy bits of negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the âfitâ between people the job.
The ProcessSelection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from one organisation to another and indeed, from job to job within the same organisation. The sequence of steps may also vary from job to job and organisation to organisation. For example some organisations may give more importance to testing while others give more emphasis to interviews and reference checks. Similarly a single brief selection interview might be enough for applicants for lower level positions, while applicants for managerial jobs might be interviewed by a number of people.
The applicant is more likely to be prepared to take a range of specific questions (such as questions about organisational skills and the environment) when the process is completed
The candidate will be able to decide on a variety of topics at a later stage in the process
The applicant might also be asked to come back and be interviewed after a certain point
The applicant may also have an opportunity to attend an interview after the first step of the process and then ask a number of questions later, depending on the outcome
The interview process should be conducted within three days after a selection to ensure that candidates are on the right track to complete their duties
If you are applying for position of senior manager or chief executive, please contact our office.
1 1. The role and position of the candidate.
Application
You are encouraged to apply, but you should consult with a qualified solicitor or legal consultant for a more complete role and to provide detailed descriptions of your role and responsibilities.
All the steps and questions mentioned above are required by the Act, and any questions or problems with this document may be referred to any relevant police department or any relevant business in a confidential capacity.
2 2. The applicant’s role and responsibilities.
Role within the agency or unit
The applicant is responsible for the operational side of the job. The role involves the work of managing and developing a team that can effectively support the local community. The role includes coordinating and training local councils and organisations, and is intended to be a part of local community engagement.
3 3. A selection.
The selection process should be set out in detail in the Schedule to this Agreement (see above)
4 4. The applicants themselves.
If the applicant is chosen for the role and is part of a team of five or more persons with two or more employees. The team consists of two or more representatives from the same group, depending on the area in which the applicant is located on a job, or on a programme of jobs for the candidate. The selection process may involve a variety of different responsibilities for individual applicants. Some occupations or positions are also available as part of the process. The roles or positions of the applicants are subject to separate responsibility, including the role of a manager or an executive.
Permanent or temporary temporary positions are available to both genders.
Fees
The applicant should be paid in full.
All expenses as a result of making applications for the role are paid by the applicant, along with any costs of accommodation, food and other supplies.
3 2. The applicant’s qualifications.
The qualifications set out in this Agreement are recognised by the Secretary of State in respect of the selection process.
Applications for the position must be submitted to relevant agencies and organisations within three days of the