Environmental factors are those factors which directly or indirectly affect the whole selection process in the business organization. Following are the environmental factors affecting selection process you need to know.
Environmental factors Affecting Selection Process
Legal Considerations
Executive orders, legislation and court decisions have main influence on human resource management. The relationship between useful and legally defensible selection tools is viewed significantly while hiring managers.
Speed of Decision Making
The available time to make the decision of selection can have the main influence on the process of selection.
Read More: Sources of Recruitment
Greater protection against legal issues can be provided by closely following selection policies & procedures. However, exceptions be made at times when the pressure of business will dictate.
Organizational Hierarchy
For filling positions at various levels in the organization, different approaches to selection are usually taken.
Applicant Pool
The selection process can also be affected by the number of applicants for a particular job. If there are many qualified applicants for a certain position, the process can be truly selective only.
Selection ratio is mostly expressed as the number of applicant hired for certain job compared to the persons in the pool of applicants.
Type of Organization
The selection process can also be affected by the sector of economy in which persons are to be employed.
Probationary Period
A probationary period is used by many business organizations that allow evaluation of ability of employee on the basis of performance.
This may be either a check on the validity of the selection process or a substitute for certain phases of the process.
Selection Criteria
Upon following factors or criterions, mostly the selection of the applicants depends.
- Competencies
- Education
- Skills & Abilities
- Experience
- Personal Characteristics
Instead of hiring a person with extraordinary skills, applicant who is best fit should be hired. It is the fact that under or over qualified persons for certain job will not be capable to adjust in the organization therefore the right person for right job should be hired.
Characteristics of Properly Designed Selection Tests
Following are the characteristics of properly design selection tests.
Standardization
It refers to uniformity of conditions and procedures associated to administration tests. There should be certain condition under which test should be taken and that conditions are as close to identical as possible and this is essential for all.
Objectivity
Objectivity is attained when all persons scoring a given test get the same results.
Norms
Frame of reference is given for comparing the performance of applicants with others. The distribution of scores get by several people like to the applicant being tested is reflected through norm. The significance of test score is as curtained by comparing prospective test score to the norm.
Reliability
Reliability is defined as the degree to which a selection test gives consistent consequences. The validity of a test as a predictor will also be low if tests have low reliability. A test must be verified to validate reliability.
Validity
Validity is defined as the degree to which a test evaluates what it purports to evaluate. The test has no value as a predictor if it cannot indicate ability to do the job.
