Selection Processes Adopted By Manpower Recruitment Services India

Manpower Recruitment Services India

The selection process of hiring an employee is dependent upon their performance in a pre-employment test. This enables them to achieve a higher level of success in comparison to the competitors. So as to avoid unnecessary risks and choose the right candidate for a job an employee is able to choose from numerous structures of the selection process.

Manpower recruitment services India advocates the following methods of selecting candidates

A multiple-hurdle approach

Here you go on to establish a chain of hurdles and the candidate has to clear them in order to move on to the next stage of the selection process. For clearing each hurdle, a cut-off score is established. The hurdles can contain a selection process or a series of the selection process. To narrow down the talent pool, the educational qualification or cognitive ability of candidates is considered to be a yardstick. The structure allows an organization to narrow down the candidate pool and refines the candidates who are likely to be selected for a job. This ensures that the validity of the selection process will not be compromised.

A multiple cut- off approach

This is similar to the earlier approach in a lot of ways. In both these processes, there is a minimum cut-off mark that a candidate needs to achieve. The only difference between both approaches is that in a multiple-hurdle approach,you need to clear one stage to move over to the next. But in multiple cut-off approaches, the scores of all the stages are calculated simultaneously to arrive at a result. A candidate has to reach the cut–off score in all the sections and there are no exceptions. Failure to do so will make him unsuitable for the job role.

Compensatory approach

Such an approach allows a candidate to overcome a shortcoming in one area by compensating with an extra skill in another domain. Each dimension during the selection process is evaluated by manpower recruitment services India. The structure involves assessing the candidates on the various job dimensions relevant to employment. The scores are assigned before the final scores are calculated.

Though any of the selection processes or structures can be used during the selection process, organizations need to be aware of whether the deficiency in a particular area can be compensated with any other qualities they possess. If this is possible then a compensatory approach is the best.