Process of scientific selection

1. Recruitment

Recruitment involves the following steps :-

1. Job Analysis : The Personnel department first does job analysis. It is a process of
collecting, analysing information about the job (Job Description) and qualities required
for doing the job (Job Specification).
2. Determining the Sources of Manpower : After this, they search for all possible sources
of manpower. Advertising in leading newspapers and on the internet is one of the best
sources of manpower, due to a wide choice.
3. Advertising the Vacancies : The Personnel department advertises the vacancies. The
advertisement should contain detailed information about the job, the required qualities of
the candidates, the company, etc. All suitable candidates are asked to submit their
applications to the company before a particular date.

2. Applications

Examining the Applications and Sending Application Blanks :-

 1. Examining the Applications : The Personnel department starts receiving applications.
They examine these applications in detail. The candidates who are not qualified for the
job, incomplete applications, applications received late, etc., are rejected.
2. Sending Application Blanks : The remaining candidates are sent "Application Blanks".
An application blank is a "fact-finder". It collects information about the candidate's
background, education, training, experience, reference, etc. The candidates have to fill up
the application blanks and send it back to the organisation before a particular date.
Photographs, copies of certificates, etc., should also be sent along with the application
blank.

3. Written Test

After receiving the fully filled application blanks, the Personnel department examines them.
Incomplete applications, applications received late, etc. are rejected. The remaining candidates
are sent call letters for "Written Tests". It is held to test the performance, aptitude, interest,
intelligence, personality, etc. These tests are conducted by phycologists and educationists. They
may be a descriptive or objective test. The candidates who are successful in these tests are given
call letters for the interview.

4. Interview

An interview is a verbal and visual interaction between two or more persons, for a particular
purpose. An interview is an oral examination of candidates. The main purpose of an interview is
to match candidates with jobs. There are many types of interviews, e.g. Group interview,
Individual interview, Panel interview, Stress interview, etc.

5. Reference Check

After the interview, the Personnel department checks the references of the successful candidates.
These references are contacted personally or by telephone or by letter, and they are asked their
opinion about the candidate. The main purpose of a reference check is to collect information
about the past performance of the candidate in order to judge his future performance. The
accuracy of the information given by the candidate can also be checked.
 6. Medical Examination

After the reference check, the candidates have to go through a medical examination. This is done
to find out whether, the candidate is physically and mentally fit to do the job.

7. Final Selection, Placement and Induction

The candidates who are successful in the medical examination are issued appointment letters,
and they are asked to join the organisation on a particular date. On the joining date, the candidate
is properly placed and inducted.

Importance of Scientific Recruitment and Selection

So, the scientific selection policy is given importance due to these reasons:-

1. Right job for the Right Person : Scientific selection policy helps to find the right man
for the right job. It also helps to find the right job for the right person.
2. Reduces Labour Absenteeism and Turnover : Labour absenteeism refers to the
employees remaining absent from regular duty (work). Labour turnover refers to the
employees leaving the company. Scientific selection policy helps to reduce both labour
absenteeism and labour turnover. This is because it helps to select the right candidates for
the right jobs. These candidates get job satisfaction, and they have a high morale. So they
will not remain absent, and they will not leave the company.
3. Reduces wastages, damages and accidents : The scientific selection policy results in
the selection of qualified and interested employees. These employees will be very careful
while handling machines and materials. This will reduce wastage, damages and accidents.
4. Reduces Training and Supervision Costs : The scientific selection policy results in the
selection of qualified and interested employees. These employees require less training
and supervision. This will reduce the training and supervision cost.
5. Improves Goodwill of the Company : Scientific selection policy results in the selection
of interested employees. These employees will maintain very good relations with the
shareholders, customers, public etc. This will improve the goodwill of the company.
6. High Morale : The employees who are selected through scientific selection policy do get
job satisfaction. This will increase their morale. High morale brings many benefits to the
company.
 7. High Efficiency and Productivity : The employees selected through this policy will
perform their jobs very efficiently. This will increase the productivity & profitability of
the organisation.

Advantages of the Scientific Selection of Employees

Businesses of all sizes struggle to recruit, hire and hold onto the best employees. The majority of
human resources professionals treat employee selection like an art rather than a science. But
applying scientific principles to the recruitment and selection processes can save money and
improve a business's advantage when it comes to the talent of its workforce.

Time Savings
One beneficial result of a scientific employee selection process is the time savings it generates
for human resources professionals. Standardized tests remove the need for human resources staff
to prepare specific questionnaires to determine qualifications. Likewise, standard interview
formats expedite the process and give new human resources staff a predetermined formula for
conducting interviews and compiling information about each candidate. This allows workers
who deal in recruitment and selection to contact more candidates and spend more time on other
tasks without sacrificing attention to the employee selection process.

Improved Retention
Scientific selection methods help a business improve its employee retention rate, which saves
money and improves the workplace culture. Employee retention is important because of the high
cost of replacing an employee, which involves advertising for the vacant position, conducting
interviews, reviewing applicants and training the replacement worker. Retention also encourages
loyalty and keeps specific skills and experience in the workplace where it can benefit everyone.
Scientific selection ensures that workers are hired for their skills and aptitudes, not their
personality or ability to talk their way into a job.

Return on Investment
The scientific selection of employees relies on tests and standardizes procedures that are
relatively easy and inexpensive to implement. Besides the time it saves a staff, a scientific
selection process also generates returns in the form of retention and the presence of more skilled
workers who are capable of performing at a high level. According to Rocket-Hire, a 2003 study
by Kincaid and Gordick showed a return on investment of up to 2,300 percent for businesses
using a scientific selection method.

Elimination of Bias
A scientific selection process also allows employers to make hiring decisions without worrying
about personal biases. Test results and the answers to standard interview questions will help
compare candidates of different ages, genders, experience levels and cultural backgrounds on a
level playing field. Human resources staff can also focus on evaluating skills and qualifications
rather than concerning themselves with overcoming personal biases to make the best decisions.
This helps employers comply with anti-discrimination laws and also improves the chances of a
diverse workplace with a high level of worker competency.

Meaning of Scientific Recruitment and Selection

A scientific recruitment and selection process involves job analysis, advertisements, written tests,
personal interviews, medical examination, final selection, etc. It is conducted by different types
of experts. It involves a lot of time, energy and money (cost). Even then most organisations use a
scientific selection policy to select their employees. This is because of its various advantages. Its
main advantage is that it avoids the "Tragedy of Misfits" and it selects the "Right man for the
Right Job." The employees who are selected through this policy are the greatest assets of the
organisation. They have an unlimited potential. They help the organisation to achieve its
objective easily, quickly and economically. The success of the organisation depends on them.