Lesson 1, Topic 1
In Progress

2.2 The ability to take responsibility to organise and participate in selection panels is demonstrated.

ryanrori January 12, 2021

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All the applicants are screened and those who obviously do not qualify are eliminated.  These candidates must be informed immediately that they have not been successful.

After the initial screening, a group of candidates remain who appear to be suitable for the vacancy or vacancies and who are interested in being employed.  This completes the recruitment process and the selection process should begin as soon as possible.

Selection

Definition:  Selection may be described as the process in which the most suitable individual out of a group of applicants is selected for a specific position.  It is the selection of the individual who satisfies the selection criteria best.

The purpose of selection is to appoint the right person to a position – someone who will be best able to meet the desired standards of performance.  Affirmative action and equal opportunities should also be kept in mind.  It should be mentioned that the Labour Relations Act 66 of 1995 considers the applicant for employment as an employee and he or she will receive protection from unfair labour practices.

The tendency nowadays is to involve labour unions and workplace forums to ensure transparency and employee satisfaction.  It also ensures that no discrimination takes place.

The steps in the selection process are illustrated in the figure below.  In practise enterprises may not necessarily follow all the selection steps and these may not occur in the sequence illustrated.

After you have sourced the correct people, you will interview the possible candidates and then select the most appropriate person for the position.

When interviewing a person, there are some critical questions to ask:

.   Why are you applying for the position?

.   How do you view your role in the business?

.   How can you see yourself contributing towards making the business more productive?

When you are deciding who to appoint you must be objective and unbiased. You want someone who will do the word and do it properly.

As soon as you decided to employ the person you should inform the person of the starting date, salary, working hours, benefits etc, by means of an appointment letter.

You should open a personnel file for each of your employees.  All documentation, personal information and correspondence should be kept in the file. This will be used at a later stage for matters such as promotion, dismissal and merit information and correspondence should be kept in the file. This will be used at a later stage for matters such as promotion, dismissal and merit.