Need for better Selection Process

Competitive Environment

The advent of globalization and its spread across all geographies have opened up immense opportunities to the consumer class and made the scenario fiercely competitive for the producers. Due to the shrinking Global village, consumers can choose from wide range of product-line width and length. Globalization has added to the infinite desire of man that increased the impulse buying and showed a better GDP result. On the other hand, it has increased the competitive scale among the producers. Big domestic Producers enjoyed a competition free external environment pre-globalization, but since then a fiercely competitive environment has emerged, and producers and striving hard to survive in this environment.

In the recent times, Globalization and Economic Tsunami has changed the way of living of many companies. In the recent time we have seen the downfall of many big companies. It is vital that the organizations adapt to the changing time to excel by inventing innovative processes and etc. In this time through the right innovation, any Ant-type organization can give fierce competition or threaten any Elephant-type organization because it is more difficult for an Elephant-type organization to adapt to changes. Charles Darwin has mentioned “It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change.”

Transactional Role of HRM

Today, the face of Human Resource Management has changed dramatically. It is no more limited to the administrative role; now it has made more space for its breathing by becoming the strategic partners of the organization. In country like India which has the second largest workforce in the world, and a workforce that represent global companies, calls for innovating the HRM process. But the question is WHEN? Will India wait for the world to adapt first and then copy them, if it is so, then India should remind itself that the world is still crying over the economical meltdown.
We can divide the working of an organization into three simple steps,
(a) Input
(b) Process and
(c) Output.
We believe that HRM plays a vital role in enhancement of Inputs and Process. HRM is responsible for input by giving the company right person for the right job. A right person gives a better shape to the organization. Therefore, recruitment and selection process calls for innovation in the current time. All the process is carried by the workforce, therefore for the enhancement of processes human resource should be kept in a process of continuous appreciation. This calls for an innovative training and development process.

In this highly competitive environment, if an organization wish to survive and flourish it must ensure proper working, the first phase of working of an organization is input which includes recruitment and selection processes. Recruitment aims at attracting potential applicants; it provides a pool of applicants for selection. Selection is not just choosing the best candidate it is much more than that, it is an attempt to strike a happy balance between what the applicant can and want to do and what the organization requires.

Need For Innovation

From our opinion output is dependent on two variables (a) Input and (b) Process. Through training and development process can be improved, but till what length can it be improved because every living organism has some elasticity limit. We cannot bend any material beyond its limit; if we do so then the material will breakdown. A man having potential of 80% cannot exceed that benchmark, but he can improve from 65% to 80% through continuous training. Therefore, it is vital to have a better recruitment and selection procedure as compared to training and development process. We need not to allocate the right person, but the best person and for that we need to upgrade our existing recruitment and selection procedure.

We believe that Aptitude Test and Formal Interview are not enough to select the best. Aptitude Test consists of Mathematics, Reasoning and English. Most of the people cramp short-cut formulas to do quick mathematics, they do not apply their common sense to these problems, and therefore it is not their thought process but cramping power that solves mathematics questions. Similarly, Reasoning questions consist of repeated style, which can be solved by practicing it over a period of time. Therefore, candidates do not solve any new kind of question, and hence their logics are not tested. Formal Interviews are no exceptions. Candidates are well prepared for Formal Interviews. Numbers of books are available in the market that helps a candidate to prepare for the interview. Due to the repeated questions of interview candidates are successfully able to tackle it. They are not in the state of panic; hence their unplanned behavior is not tested.

OUR APPROACH – WISS MODEL

We believe that the best employee is that who has ability to work in fatigue condition, which has high logical thinking and creativity, who can handle pressure and who has great learning power. An employee with these characteristics can make a huge impact in the organization. It is difficult to find such kind of employee with mere Aptitude Test and Formal Interview. Therefore, we suggest a model through which we can improve our selection process. We have named this model as “WISS MODEL”. A candidate will go through the various stages of filtration. These steps are as follow:

Will Test- No Company wants an employee who works for money only. An employee should treat his organization as his family. He should work for the company with a strong will to be efficient. Our selection procedure tests the will of an employee by putting him in fatigue condition. - Marathon Test

To test the will of the candidate we suggest Marathon test. In this test people are required to run a long distance. Unfit people will not be able to compete in this round and vice-versa. Only candidates with strong desire will clear the round.

Innovation Test- An employee should have high creativity and reasoning power because then he can develop new ways of working. We need procedures that bring out the real talent of people. For this reason we need Innovation Test. – None to One Test

To test the innovativeness of a candidate we suggest None to One Test. In this lot of waste material will be given to the candidates, and the candidate have to make something useful out of it. The usefulness of the product will decide the innovativeness of the candidate.

Stress Test- It is easy to perform in planned situation but most of us panic when we are in an unplanned situation. Even in organizations, unplanned situations are common phenomena. Therefore we need people who can handle pressure situations also. For this reason we need Stress Test - Negative Interview

To test the pressure handling ability of the candidate, we suggest Negative Interview technique. In this we will de-motivate the candidate. He will be criticized for everything. Candidates, who will be able to handle it, will be cleared for the next round.

Simulation Test- There is a high demand for people with high learning power because they can adapt to changes better than others. Past records should not be used to judge the learning power of an individual because just like Product Life Cycle, Human also has performance life cycle. If I see the record of Soaurav Ganguly then I will immediately take him in my cricket team. But the truth is that he no longer is a class performer. He is in the decline stage of his performance life cycle. Therefore in order to check the performance of the employee, a simulation task should be given to him. - Drill Test

To test the learning power of the candidate, we suggest drill test. First the candidate will be taught everything and later he will be asked to perform the task. Candidates with quick learning power will be able to clear the round.
Those candidates who secure maximum point should be selected for the job.