Selection Process

The selection decision is perceived as a series of steps through which applicants pass. At each step, more applications are screened out by DSE or more applicants accept other job offers and drop from the list of applicants. The steps followed by DSE arc discussed below.

5.7.1 Step 1: Initial Screening

DSE usually starts its selection process by asking an applicant to complete an application form. DSE asks for enough information to determine whether the individual is minimally

qualified for die position. Usually, DSE uses application blanks as a screen tool for jobs that requires some types of professional certification like an ACCA, CMA, CA for business graduates even MCP for Computer Engineers. In this way the application blank can clement the need for subsequent interviews to gather this information. This makes the selection process of DSE far more efficient first, by reducing the number of applicants that need to be interviewed and second, by allowing interviewers to focus on other kinds of information (personality, technical and communication skills). While designing application blank DSE gives more emphasize on that information which arc important for the organization and help die organization to make a better job related assessment of the applicant. DSE avoids those types of questions that related to race, physical health, disabilities and so on. After collecting this information DSE selects 30-40% of the applicants who have minimum qualification for the job and DSE does this screening process through computer in order to avoid -my personal biasness or unfairness. Applicants who are judged as minimally qualified on the basis of the application blank will then proceed to the next phase of the selection process.

5.7.2 Step 2: Completing the Application Form

Once the initial screening has been completed, applicants are asked to complete the organization's application form. The amount of information required may be only die applicant's name, address, and telephone number. In general terms, the application form gives a job-performance-related synopsis of what applicants have been doing during their adult life, their skills, and their accomplishments. Applications are also useful in that they obtain information the company wants.

5.7.3 Step 3: Employment Written Test

Organizations historically relied to a considerable extent on intelligence, aptitude, ability, and interest tests to provide major input to the selection process. Even handwriting analysis (graphology) and honesty tests have been used in the attempt to learn more about the candidate—information that supposedly leads to more effective selection. The selection process of DSE differs for each level in the organization. The entry-level positions necessitate written tests and viva whereas senior level positions requires viva.

5.7.4 Step 4: Cognitive Ability Test

The Ability Tests are concentrated to judge the candidates: • Oral communication & written communication skill, • Analysis and judgment.

• Creativity Initiative. • Patience.

• Conflict management skills, • Organizational sensitivity and • Tolerance for stress.

DSE is planning to introduce psychological and personality test in their selection process. DSE can measure the personality characteristics and temperament through these techniques. So, by introducing new techniques with its existing techniques DSE can effectively select the applicants who have potential qualifications for performing the job.

5.7.5 Step 5: Employment Interview

DSE uses interview as a selection technique because through interview it can identify die qualified candidates. While designing interviews DSE usually follows two strategies for making the most out of an interview arc structuring the interview reliable and valid, and training managers to use the available interviewing techniques.

During the selection process in DSE, the HR head in the presence of the head of the specific department interviews the potential candidate where there is a vacancy. The

HR uses a more or less informal approach to interview the candidate. He often repeats certain questions to sec if the information given is right.

There are different kinds of interviews like selection interview, career planning interview performance appraisal interviews, counseling interview, disciplinary interview, exit interview etc.

The interviewers in the interview board of DSE include:

 President of DSE

 CEO of DSE

 HR Head

This combination makes die interviewing process more efficient and effective.

5.7.6 Step 6: Reference & Medical Check Up

The next step in the selection process is to go through an investigation of those applicants who appear to offer potential as employees. This include contacting with the previous employer or referrals to confirm the candidates work record, behavior, attitude and other performances which was appraise or prominent in that person.

This also includes contacting other job related and personal references and verifying the educational accomplishments shown on the application. Also the candidates have to go through a medical check up to determine whether they ate physically fit to work or not. The majority of physical examinations are currently required to meet the minimum standards for the organization's group life and medical insurance programs and to provide base data in case of worker's compensation claims. Routine check-ups like blood-group test, H1V test, Eye power, and hepatitis, drugs and fitness test. These are only to see whether the person could fit in the actual job setting.

5.7.7 Step 7: Selection Decision

The selection decision is usually the ultimate decision of DSE. After passing the entire step DSE decides which applicants is hired by die organization. A: this stage, die managers make [he final decisions and offer the available job to potential candidates who arc qualified after passing all [he steps-Through this selection process DSE choose from a list of applicants, the person or persons who best meet the selection criteria for the position available, considering current environmental conditions.

5.7.8 Step 8: Job Offer

Those individuals who perform successfully in the preceding steps are now considered to be eligible lo receive the employment offer. Those individuals, who perform successfully on the

employment tests and the comprehensive interview and arc no: eliminated by the development of negative information on either the background investigation on the physical examination or the probation period, arc considered to be eligible to receive an offer of employment- Finally, among the potential applicants the best applicant is chosen whose score is high in the justified evaluation sheet and considered to be selected as an employee.