The Hiring Procedure
In the hiring procedure, Lyallpur is considering the following steps to discover significant information about an applicant:
1. Call for application 2. Preliminary interview 3. Applications blank 4. Check of References 5. Psychological test 6. Employment interview 7. Approval by the supervisor 8. Physical examinations 9. Introduction or orientation
1). Call for Application
First of all, an ad is given in the newspaper for the vacancy.
2). Preliminary Interview
In this step, the more obvious facts and impressions are of the type generally obtained in an initial interview. Appearance and facility in appear are quickly evaluated. Applicants are often asked why they are applying for a job with Lyallpur. An idea of education and
experience is obtained by asking for the last grade finished in school and the names of jobs previously performed.
3). Application Blank
The application form is a sheet or small, booklet with blanks to be filled in by the applicants. Its purpose is to supply organization with basic information about the candidate's back ground: education work experience, previous salary, and so forth.
In Lyallpur factual information is to be obtained by means of an application blank.
Weighted application form is established and used with caution. It is used for two prime objectives:
i). Lyallpur has established the selection of more stable employees to decrease labor turnover. They have discovered and utilized the particular data that devote stability facts relating to home ownership, marital status, age, sex etc.
ii). Lyallpur has also established job proficiency as the major objective and have correlated biographical items with production records.
The application blank is continuously updated. The entire blank is restudied and reweighted every 1 year at the minimum.
4). Check of References
The purposes of the reference check are to obtain information about past behavior of applicants and to verify the accuracy of information given not he application blank.
Lyallpur uses combination of letters and telephone calls, as a method of checking.
Reference includes only:
1) Dates of employment 2) Job title
3) Absentee record
4) Promotions and demotions 5) Compensation
6) Stated reason for termination.
5). Psychological Test
In Lyallpur, clericals jobs are subjected to the greatest amount of testing, applicants for unskilled hourly jobs are tested least. The factors measured are usually of the psychological type, such as ability to reason, capacity for learning, temperament and specific aptitude.
Types of Psychological Tests:
Following types of tests are being used in Lyallpur to identify talents.
i). Intelligence test
These tests concentrate on a person's abilities with worlds numbers logical reasoning and spatial relationships. This type of test is used for managerial posts.
ii). Mechanical Aptitude test
Lyallpur uses mechanical aptitude tests. Inventions are asked which fall into the general area of understanding area of under standing mechanical relationships. Some questions
relate to knowledge of tools and equipment. This type of test is suitable for technical posts.
iii). Clerical Aptitude Test
This test deal with questions concerning office vocabulary, automatic, spelling and detail checking. This type of test is used for clerical posts, such as computer operator.
iv). Interest Test
Lyallpur realizes that a person who is interested in a job or task will do much better than one who is uninterested. The applicant is asked whether he likes, dislikes or is indifferent to many examples of school subjects, occupations, amusement, and peculiarities of people and particular of activities.
6). Employment Interview
Interviewing is probably the most widely used single method of selection. Lyallpur shapes interviewer behavior is to establish a specific system for conducting the employment interview.
Lyallpur considers following things to set up such a system:
1). To know what to look for in applicant focus only those knowledge, skills, abilities and other characteristics (KSAOs) necessary for the job.
2). Develop interview questions that are strictly based on the job analysis results, use
"open-ended" questions and use questions relevant to the individual's ability to perform, motivation to do a good job.
3). Conduct the interview in a relaxed physical setting. Begin by putting the applicant at ease with simple questions and general information about the organization and the position being filled.
4). To evaluate applicants, develop a form containing a list of KSAOs weighted for overall importance to the job.
7). Approval by the Supervisor
After the employment interview the immediate supervisor approves the candidates. The candidate's recruitment is confirmed after probationary period.
8). Physical Examination
The physical examination step found in most business. Physical examination includes matching of an applicant's physical capabilities to job requirements to a simple check of general physical appearance and well being.
In having the physical examination procedure Lyallpur has at least three basic objectives that are:
1). In first, it serves to ascertain the applicant physical capabilities e.g. can the applicant work standing up.
2). The second objective of examination is to protect the company against unwarranted claims under worker's compensation laws or against lawsuits for damages. If a record of a new employee’s physical condition at the time of entry does not exit, a claim could possibly be filed for injuries greater than were incurred after starting to work.
3). Third objective of physical examination is to prevent communicable diseases from entering the organization.