Five steps involved in the selection of employees are:
(i) Preliminary Interview : This is essential to check whether the candidate fulfils the minimum qualifications. The preliminary interview is the first occasion when candidates come into contact with company's officials. The purpose of preliminary interview is to ascertain the minimum qualifications, age, experience, etc., of candidates and the candidates who are obviously unfit for the job are rejected.
(ii) Application Blank: Application blank is as important step is selection procedure. It provides a detailed and permanent record about the candidate. It reflects the candidate's suitability and interest for the job. Tentative inferences can be drawn from it. Application blank also serves as the basis for framing the questions to be asked during the interview.
(iii) Employment Tests : Tests have become a popular device for screening candidates. These tests are based on the assumption that work behaviour of a person can be predicted by sampling it. Various types of tests are used to judge the physical and mental qualities of the candidates.
(iv) Selection Interview: It involves a faceto-face conversation between the employer and the candidate. Interview serves as a means of checking the information obtained through application forms and tests. Selectors can judge the personality, communication skills and suitability of the candidate through faceto-face contact.
(v) Checking References : Generally, every candidate is required to state in the application form the names and addresses of at least two responsible persons. Who know him/her. These persons are contacted is writing or over telephone to collect information about the background, abilities and character of the candidate. However, the references may not give their frank opinion, the information given by them may be biased in favour of the candidate.