Procedure for selecting managerial personnel for different jobs


There is no standardised procedure for selecting managerial personnel for different jobs. However, the following can be considered as standard steps.

1. Receipt and scrutiny of applications.

2. Preliminary interview.


3. Selection tests.

4. Checking references.

5. Employment interview.

6. Medical examination.


7. Placement

8. Orientation

1. Receipt and scrutiny of applications

Only qualified applicants should be called for interview. All those who apply for a job may not be qualified for a job. So, there is a need ‘ for the scrutiny of applications received and rejecting the applications of those applicants who are not qualified for the job.


2. Preliminary interview

In preliminary interview, an employer tries to find out whether a candidate is physically and mentally fit for the job. Generally much time is not spent on preliminary interview.

3. Selection tests

Selection tests are an important step in the selection process. They help the employer in discovering and measuring the qualities, abilities and the skills of candidates in terms of job specifications.


There are several types of tests. They can be broadly classified into two types.

1. Proficiency tests, 2. Aptitude tests.

1) Proficiency tests are tests which try to measure the skills and abilities which are already possessed by the candidates. There are two types of proficiency tests : trade tests, dexterity tests.

2) Aptitude tests are tests which try to measure the skills and abilities which the candidate may develop in future. These are three types of aptitude tests.


1. Intelligence test

2. Personality test

3. Vocational test.

4. Checking references

A candidate applying for a job generally gives some references. Checking of references may help in finding out the correctness of information furnished by the candidate regarding his previous employment, job designation, salary, reasons for leaving the job etc.

5. Employment interview

Interview is a “face-to-face observation and appraisal method” to evaluate the candidate’s fitness for the job.

Types of interviews

i. Direct interview: Direct interview is a face-to-face question- answer session between interviewer and the interviewee.

ii. Indirect interview: Indirect interview is a type of interview in which the interviewee is not asked any direct questions, but is asked to express his view on any topic of his liking.

iii. Patterned interview: Under this method a number of standard questions to be asked to a candidate are framed in advance. Even answers to these questions are determined in advance.

iv. Stress interview: Stress interview is a type of interview in which the interviewee is asked such questions which can make him loose his temper or make him angry or irritated.

v. Board or panel interview: Board or panel interview is a type of interview in which a panel of members interview the candidate. In the interview, each member of the panel asks questions on the particular area that is assigned to him.

6. Medical examination

Medical examination is needed to find out candidate’s fitness for the job.

7. Placement

If the candidate is found medically fit for the job, he is selected and posted to his position.

8. Orientation

Orientation means making the new employees getting acquainted with the enterprise.

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