Why is selection important

An effective recruitment and selection policy ensures that the overall recruitment process is being conducted in a fair and legitimate manner. It makes sure that discriminatory behavior is avoided at any stage of the overall recruitment process — a candidate should never be discriminated on the basis of his gender, race, age, religion, or nationality. Moreover, every job application should be should be treated in a confidential manner.

A recruitment and selection process that is not consistent gives inconsistent results. Thus, consistency is another reason for having an effective recruitment and selection policy.

Organizations should make sure not to set different selection criteria for each candidate as it will then not be possible to determine the effectiveness of each individual.

To achieve consistency, a standardized process should be followed. Instead, it will be more beneficial if organizations apply pre-determined criteria at all stages of the recruitment process as it will eliminate the risks of bias and discrimination. Also, companies should conduct reference checks prior to making any appointment with the candidate and should be performed in a consistent manner. Poor performance. Reduced morale. A discouraged and frustrated staff is less productive than a staff that's challenged and engaged.

Staff losses. You will likely need to fire the employee, and to start the hiring process anew. You may also lose other good workers, as a result of morale issues. This figure reflects the costs of hiring and training replacements. The importance of selection processes cannot be overstated: Rushing to hire someone just because a job position needs to be filled often results in a poor hiring decision.

Good hires don't happen by accident. Instead, the most successful companies develop strong recruitment and orientation processes. Here are some ideas:. Understand the job role. We also make it clear that the directions issued as aforesaid should not be understood to takeaway the benefit of the service which respondent No. Read judgement below. In this case, the employee of Rajasthan Rajya Vidyut Prasaran Nigam Limited had submitted a declaration during documents verification that neither criminal case is pending against him nor he has suffered any conviction by any court of law in any criminal case.

His services were terminated by the employer after it found that he was convicted in a criminal case. The question is not about whether an employee was involved in a dispute of trivial nature and whether he has been subsequently acquitted or not. If the correct facts would have been disclosed, the employer might not have appointed him. Para If a person is acquitted giving him the benefit of doubt, from the charge of an offence involving moral turpitude or because the witnesses turned hostile, it would not automatically entitle him for the employment.

Supreme Court of India. Even in case, truthful declaration regarding concluded trial has been made by the employee, still the employer has the right to consider antecedents and cannot be compelled to appoint the candidate. Read Judgment below.

The facts unfolded in the present case are that the respondent was found involved in an offence of kidnapping of Nilesh for demand of ransom. An FIR was registered against him. The Sessions Court acquitted him for the said charge because the complainant, who was abducted, turned hostile in the Court.

The respondent was required to furnish the documents including attestation forms, certificate of character, character and antecedent certificate from local Station House Officer. The respondent, while submitting the attestation form, specified the registration of above said criminal case and acquittal from the charges in a trial by the competent court. In view of the aforesaid, it is clear the respondent who wishes to join the police force must be a person of utmost rectitude and have impeccable character and integrity.

A person having a criminal antecedents would not be fit in this category. The employer is having right to consider the nature of acquittal or decide until he is completely exonerated because even a possibility of his taking to the life of crimes poses a threat to the discipline of the police force.

The Standing Order, therefore, has entrusted the task of taking decisions in these matters to the Screening Committee and the decision of the Committee would be final unless mala fide". If a person is acquitted giving him the benefit of doubt, from the charge of an offence involving moral turpitude or because the witnesses turned hostile, it would not automatically entitle him for the employment, that too in disciplined force.

The employer is having a right to consider his candidature in terms of the circulars issued by the Screening Committee. The mere disclosure of the offences alleged and the result of the trial is not sufficient. In the said situation, the employer cannot be compelled to give appointment to the candidate. What is the difference between vertical and horizontal reservations in employment? In Rajesh Kumar Daria etc. Rajasthan Public Service Commission and others 14 8 SCC , a bench of three judges of this Court considered the difference between vertical and horizontal reservations as under Special reservations in favour of physically handicapped, women etc.

Where a vertical reservation is made in favour of a backward class under Article 16 4 , the candidates belonging to such backward class, may compete for non-reserved posts and if they are appointed to the non-reserved posts on their own merit, their numbers will not be counted against the quota reserved for the respective backward class.

We may also refer to two related aspects before considering the facts of this case. The first is about the description of horizontal reservation.

The second relates to the difference between the nature of vertical reservation and horizontal reservation. Special reservations in favour of physically handicapped, women, etc. Where a vertical reservation is made in favour of a Backward Class under Article 16 4 , the candidates belonging to such Backward Class, may compete for nonreserved posts and if they are appointed to the nonreserved posts on their own merit, their number will not be counted against the quota reserved for respective Backward Class.

Therefore, if the number of SC candidates, who by their own merit, get selected to open competition vacancies, equals or even exceeds the percentage of posts reserved for SC candidates, it cannot be said that the reservation quota for SCs has been filled.

The entire reservation quota will be intact and available in addition to those selected under open competition category. The features of vertical reservations are:. Scheduled Castes get selected in the open competition field on the basis of their own merit; they will not be counted against the quota reserved for Scheduled Castes;. In a case Indra Sawhney v.

It may well happen that some members belonging to, say, Scheduled Castes get selected in the open competition field on the basis of their own merit; they will not be counted against the quota reserved for Scheduled Castes; they will be treated as open competition candidates.

In Union of India v. Megha Shetty vs. Asha Ramnath Gholap vs. We find the argument advanced as above to be fallacious. Once it is held that general category or open category takes in its sweep all candidates belonging to all categories irrespective of their caste, class or community or tribe, it is irrelevant whether the reservation provided is vertical or horizontal. Search this site. Employee Selection - Purpose of selection process. Purpose of selection process The purpose of selection process 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.

Arthur Anderson: while evaluating candidates, the company conducts critical behaviour interviewing which evaluates the suitability of the candidate for the position, largely based on his past experience and credentials PepsiCo India: The Company uses India as a global recruitment resource. When there are gross irregularities in the selection process in public employment, principal of estoppel does not arise - Supreme Court of India Read Judgment Below What is estoppel?

Illustration A intentionally and falsely leads B to believe that certain land belongs to A, and thereby induces B to buy and pay for it. Court held that "It is for the employer to determine and decide the relevancy and suitability of the qualifications for any post and it is not for the Courts to consider and assess.

Ram Ratan Yadav 3 SCC and held that "Suppression of material information and making a false statement has a clear bearing on the character and antecedents of the employee in relation to his continuance in service. Government of Andhra Pradesh 1 SCC, it is observed and held by this Court that it is not for the court to consider the relevance of qualifications prescribed for various posts. Government of NCT of Delhi 3 SCC it is observed and held by this Court that recruitment to public service should be held strictly in accordance with the terms of advertisement and the recruitment rules, if any.

It is for the employer to determine and decide the relevancy and suitability of the qualifications for any post - Supreme court of india. As an employer, finding the right employee is very important, and here is a guide to getting them… The Initial Influx Due to the number of people that we are seeing losing their jobs, the likelihood is that you will have high numbers of people applying for any vacancies that you are looking to fill.

During the Interview It is important for the interview to be a positive experience for both you and the candidate. During the interview, you should: Make sure that you set out the expectations of the job — both the good and the bad. A job not being what they expect is a major reason for employees leaving a role within the first few months Be clear about the next steps and when they will happen — and make sure that you stick to them Concentrate on the interview and the interviewee, make notes, and interpret what they said and did afterwards Ask job-relevant, standardized questions to be able to compare candidates easily, with no bias Think about a scoring system to be able to compare candidates in an easier way.

Review Your Finances Before you begin the search for team members, it is important to review your finances and make sure your budget will allow it. Paying Your Staff You should decide how much you will pay your new staff members before advertising the role.

Provide In-House Training Equipping your employees with the required skills and knowledge will allow them to succeed in their new role. Ways to find a job in a tough market Getting a new job may be tough in a glum economic environment, but that should not deter you from looking. Map your Competency "Individuals should identify the skill sets they are good at and should look for industries where they fit in," says Sunil Goel, director of executive search firm Global Hunt.

Meet People Get active on social networking websites and job portals, and meet people if possible. Be Specific Your profile should be specific and should highlight your work areas and expertise.

The main differences between a CV and resume The major difference between a CV and resume are their purpose, layout and length. The claim of the Applicants was disregarded on the ground that they could claim only and only if there was a vacancy or chance for them to be accommodated in their respective column of vertical reservation" "The second view, based on adoption of a different principle at the stage of horizontal reservation as against one accepted to be a settled principle for vertical reservation, may thus lead to situations where a less meritorious candidate, not belonging to any of the reserved categories, may get selected in preference to a more meritorious candidate coming from a reserved category.

The coining of this differential terminology is underscored by the fact that the latter is sanctioned explicitly in Article 16 4 , whereas the former is evolved through a process of permissible classification Articles 14, 16 1 , although such horizontal reservations have been located additionally in Article 15 3 14" The open category is open to all, and the only condition for a candidate to be shown in it is merit, regardless of whether reservation benefit of either type is available to her or him.

Read judgment below The contention which appealed to the learned Single Judge was that the appellant was not granted the maximum marks which the appellant would have secured for the articles which the appellant had published. Court held that "We are of the view that the Division Bench has erred in not finding that the documents would clearly show that the journal 'Experiments in Education' was included as approved after the process was undergone at the hands of the concerned bodies of the University, viz.

Court held that The question is not about whether an employee was involved in a dispute of trivial nature and whether he has been subsequently acquitted or not. Employee false statement and or not disclosed the material facts and - or suppressed the material facts i.

Read Judgment below The facts unfolded in the present case are that the respondent was found involved in an offence of kidnapping of Nilesh for demand of ransom. The Standing Order, therefore, has entrusted the task of taking decisions in these matters to the Screening Committee and the decision of the Committee would be final unless mala fide" " Even in case truthful declaration regarding concluded trial has been made by the employee still the employer has the right to consider antecedents and cannot be compelled to appoint the candidate..

Scheduled Castes get selected in the open competition field on the basis of their own merit; they will not be counted against the quota reserved for Scheduled Castes; In a case Indra Sawhney v. As a business owner, you want a team that you can count on to get the job done while you focus on other things. Management of any large corporation will tell you that finding good, loyal talent is hard. Take the time to develop a recruiting process that is constantly looking for people with the skills you need and the motivation to work for you.

A good process not only finds great employees but saves you time and money on replacing and training new people. Having good quality employees is the number one goal for any employer. Establishing a job description and advertising in places where you know you will be able to attract people with the right set of skills is the first step.