After studying this chapter, students should be able to understand the following:

We will continue the selection process in this lecture by discussing the remaining steps of selection process.

This step is used to check accuracy of application form through former employers and references.

Verification of education and legal status to work Credit history Criminal records is also made. Personal

reference checks may provide additional insight into the information furnished by the applicant and allow

verification of its accuracy. Past behavior is the best predictor of future behavior. It is important to gain as

much information as possible about past behavior to understand what kinds of behavior one can expect in

the future. Knowledge about attendance problems, insubordination issues, theft, or other behavioral

problems can certainly help one avoid hiring someone who is likely to repeat those behaviors. Background

investigations primarily seek data from references supplied by the applicant including his or her previous

employers. The intensity of background investigations depends on the level of responsibility inherent in the

position to be filled.

Negligent hiring has become a critical concern in the selection process. An employer can be held

responsible for an employee’s unlawful acts if it does not reasonably investigate applicants’ backgrounds and

then assigns potentially dangerous persons to positions where they can inflict harm. This liability exists for

an employer even if the employee’s actions are not job related. Negligent retention, a related potential

liability, involves keeping persons on the payroll whose records indicate strong potential for wrongdoing.

Employers are beginning to be held responsible for actions outside the scope of the employee’s duties.

Employers are required by law to provide employees a safe place to work. This has been extended to

include providing safe employees because a dangerous worker is comparable to a defective machine.

After obtaining and evaluating information about the finalists in a job selection process, the manager must

take the most critical step of all: making the actual hiring decision. The person whose qualifications most

closely conform to the requirements of the open position should be selected. Initially the conditional job

letter is offered that is followed by the physical exam/test.

After the decision has been made to extend a job offer, the next phase of the selection process involves the

completion of a physical examination for the successful applicant. Typically, a job offer is contingent on

successfully passing this examination.

Substance Abuse Screening – Because drug abuse is a serious problem for employers, it is common practice

for most employers to conduct drug screening just before employees are formally hired.

If physical test/exam proves eligibility of the candidate as per requirement of the job, final offer is made to

applicant by the concerned department or supervisor in the concerned department.

Notification to Candidates: The selection process results should be made known to candidates—

successful and unsuccessful—as soon as possible. Any delay may result in the firm losing a prime candidate,

90

as top prospects often have other employment options. As a matter of courtesy and good public relations,

the unsuccessful candidates should also be promptly notified.

While selecting mangers for the organization, organizations can hev three ptions which are:

I. Hiring Parent Country Nationals (PCN)

II. Hiring Host Country Nationals (HCN)

III. Hiring third Country Nationals (TCN)

All of these approaches are having some pros and cons let’s discuss them briefly:

Parent country nationals are residents of home country.

􀁺 Better organizational Control and Coordination

􀁺 Promising managers are given International experience.

􀁺 PCNs are the best people for the job.

􀁺 Adaptation to the host country may take a long time

􀁺 PCNs may impose an inappropriate headquarter style

􀁺 Compensation for PCNs and HCNs may differ

Host country national are residents of the host country.

􀁺 Language and other barriers are eliminated

􀁺 Hiring costs are reduced

􀁺 No work permit is required

􀁺 Continuity of management improved

􀁺 Control and Coordination of headquarters may be impeded.

􀁺 Hiring HCN’s limits opportunities for PCN’s to gain overseas experience.

If required talent is not available in home or host country than national s of the third country can be hired

as mangers.

􀁺 Salary and benefits requirements may be lower than for PCNs

􀁺 TCNs may be better informed than PCNs about the host country.

􀁺 The host Government may resent the hiring of TCNs

􀁺 TCNs may not want to return to their own countries after assignment.

Once selection decision is made at any level of the organization, every applicant that is selected requires to

be create awareness about the organization regarding basic work policies , rules regulations , do’s and don’ts

of the organization this information is communicated through socialization process.

Teaching the corporate culture and philosophies about how to do business

• Influences performance

• Increases organizational stability

• New members suffer anxiety

• Does not occur in a vacuum

91

Employee orientation programs provide new employees with the basic background information required to

perform their jobs satisfactorily.

The HR specialist usually performs the first part of the orientation by explaining basic matters, then

introduces the new employee to his/her supervisor, who familiarizes the new employee with the workplace

to help reduce first day jitters.

• Welcome party

• Job rotation

• On job training etc.

Socialization: Teaching the corporate culture and philosophies about how to do business