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|Engineering Technology Specialty||Median Annual Salary*|
|Computer Software Engineer, Applications||$100,080|
|Computer Software Engineer, Systems||$102,280|
Selection is the process of picking or choosing the right candidate, who is most suitable for a vacant job position in an organization. In others words, selection can also be explained as the process of interviewing the candidates and evaluating their qualities, which are required for a specific job and then choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the organization, which will be helping the organization in reaching its objectives
The major differences between Recruitment and Selection are as follows −
|Recruitment is defined as the process of identifying and making the potential candidates to apply for the jobs.||Selection is defined as the process of choosing the right candidates for the vacant positions.|
|Recruitment is called as a positive process with its approach of attracting as many candidates as possible for the vacant jobs||Selection is called as a negative process with its elimination or rejection of as many candidates as possible for identifying the right candidate for the position.|
Both recruitment and selection work hand in hand and both play a vital role in the overall growth of an organization.
Selection is an important process because hiring good resources can help increase the overall performance of the organization. In contrast, if there is bad hire with a bad selection process, then the work will be affected and the cost incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate, who can meet the requirements of the jobs in an organization, who will be a successful applicant. For meeting the goals of the organization, it is important to evaluate various attributes of each candidate such as their qualifications, skills, experiences, overall attitude, etc. In this process, the most suitable candidate is picked after the elimination of the candidates, who are not suitable for the vacant job.
The organization has to follow a proper selection process or procedure, as a huge amount of money is spent for hiring a right candidate for a position. If a selection is wrong, then the cost incurred in induction and training the wrong candidate will be a huge loss to the employer in terms of money, effort, and also time. Hence, selection is very important and the process should be perfect for the betterment of the organization.
A good selection process offers the following advantages−
It is cost-effective and reduces a lot of time and effort.
It helps avoid any biasing while recruiting the right candidate.
It helps eliminate the candidates who are lacking in knowledge, ability, and proficiency.
It provides a guideline to evaluate the candidates further through strict verification and reference-checking.
It helps in comparing the different candidates in terms of their capabilities, knowledge, skills, experience, work attitude, etc.
A good selection process helps in selecting the best candidate for the requirement of a vacant position in an organization.
Sloppy job applications are the fastest way to send job candidates into the “no” pile. Spelling errors, formatting issues, 5 page resumes, and generic cover letters are all solid grounds for a rejection.
Many job candidates have quality skills, but their skills aren’t always the right fit for your job. Be sure to consider transferable skills that could enable the candidate to thrive in your job environment, despite an apparent lack of experience in the field.
Beyond the right skill set, the job candidate needs to exhibit the right personality for the job. For example, a customer-facing job likely requires an outgoing personality. Hiring an introvert in this circumstance is likely a mistake.
During the interview, you should ask questions to understand the job candidate’s motivation for applying. This is important because it helps you assess whether the job you’re offering fits within the job candidate’s plans. If it doesn’t and you hire the job candidate, s/he will likely leave your job in short order.
This is an easy one. If the job candidate can’t be punctual for the interview, how can you expect the candidate to arrive to work on time? If the job candidate shows up late for the interview, ask why to see if there is a reasonable story.
Sometimes the job candidate’s dress can be inappropriate for the job. For example, if you’re hiring for a bartender at a dive bar, it wouldn’t be appropriate to show up to the interview in a suit. Likewise, if you’re hiring for an administrative role in a law firm, it wouldn’t be appropriate for a job candidate to wear a tank top.
Passion goes a long way. If a candidate isn’t enthusiastic during the interview, why would they be passionate on the job?
Good questions imply that the job candidate has done their research and is serious about the position. Conversely, bad questions can show a lack of interest. Put another way: the candidate didn’t do his/her homework.
A good job candidate is hungry for the job and will respond to emails quickly. The wrong job candidate, on the other hand, may be slow in their responses or not respond at all, expressing their lack of interest in the job.
Don’t forget about the valuable opinions of your coworkers. These are the folks who will work with the new hire. Ask your co-workers their opinion of your potential hires — if they don’t approve, going ahead with the hire could negatively impact team dynamics.
There are very few circumstances in which it’s OK to not provide references from a past supervisor. At the very least, the job candidate should provide character references from former coworkers. Providing no references is a red flag; this could indicate they may have something to hide.
It’s hard to ignore negative feedback. If a reference wouldn’t hire the job candidate again, why should you? The only thing worse than a bad reference check is multiple bad reference checks.
Reference checks are your last chance to figure out if a job candidate is telling the truth. If you sensed earlier in the application process that the job candidate was lying, ask the reference to clarify these points of ambiguity. If their story checks out with the reference, great! If not, it’s time to move on.
Salary is where the rubber hits the road. It’s possible that you will like a job candidate, but won’t be able to afford them. If this is the case, part ways amicably and look at your other finalists to fill the position.
Respect your time. If a job candidate didn’t tailor their resume and cover letter to your position and/or they did not express great interest in your position during the interview, it is likely that job shopping is at play. If this is the case, save yourself the hassle and move on to more serious candidates.