HRM1501 – Introduction to Human Resource Management
TOPIC 2 – HRM Functions
WORKBOOK 07: Selection
7.1 Introduction
As soon as recruitment has been completed, selection should follow. The purpose of recruitment is to source
a large pool of job applicants from which the organisation can choose the most desired candidates. These
candidates should be in possession of the required skills and abilities, inborn talents, past experience and
qualifications.
7.2 Defining Selection
Selection is about choosing the best applicant to fill a position (Wärnich et al 2015:201). Organisations
should exercise great care when deciding who to select and appoint in the available position. Selecting the
wrong job applicant can have far-reaching consequences as the position may have to be re-advertised and
new job applicants will need to be interviewed. Dismissing an inappropriate job candidate also has
implications in relation to employment laws.
7.3 The Selection Process
The selection process involves making a judgement, not about the applicant but about the fit between this
person and the job. The selection process comprises a number of steps that every job applicant should
undergo to select the best candidate for the advertised position. Most organisations follow the same typical
steps in the selection process. After each step, the applicant can either be rejected or accepted to proceed
to the next step until final appointment is reached.
The process often begins with the preliminary interview, reviewing the application forms and resumés, the
employment tests, the job interview, reference or background checking, the selection decision, medical
examination and the job offer.
As soon as the organisation has attracted the most desired job candidates, the selection process begins. It
comprises the following steps:
Page 1 of 11
HRM1501 Notes by L Petzer (2019 S2)
, 7.3.1 The preliminary interview
The preliminary interview is a brief interview of less than 15 minutes between the applicant and a
representative of the organisation. The purpose of the preliminary interview is to eliminate applicants who
are obviously not qualified for the job. Applicants need to possess the essential requirements as set out in
the job specification.
7.3.2 Written application
A good written application should conform to legal requirements and provide considerable insight into an
individual’s strengths, shortcomings and potential. This section provides guidelines on interpreting
application form responses and how an application form analysis should be done.
7.3.3 Employment tests
An employment test is an instrument that is used to obtain information about the personal characteristics of
job candidates. These tests are often used with high-profile positions. The purpose of employment tests is to
obtain information about the job applicant which the panel cannot obtain during a face-to-face interview.
Employment tests help the interviewing panel by providing valuable information about the applicant’s
values.
In terms of the Employment Equity Act (EEA) 55 of 1998, using tests for job selection for the assessment of
employees is prohibited unless the test, which is used,
✓ has been scientifically shown to be valid and reliable
✓ can be applied fairly to all employees
✓ is not applied in a biased manner to any employee or group of employees
In South Africa, the use of tests by psychologists is regulated by the following bodies:
• the government
• the Professional Board for Psychology
• the Test Commission
There are a variety of tests which employers can use to assess job candidates. Most of these tests attempt to
assess the applicant’s ability to do the job, personality and attitude.
The following are examples of tests:
cognitive aptitude tests
psychomotor abilities tests
job knowledge tests
work sample tests (also known as simulations)
vocational interests’ tests
personality tests
HIV and Aids tests
7.3.4 Employment interviews
An employment interview is actually a meeting between the job applicant and the interviewer or a group of
interviewers. Interviewers are usually representatives from the HR department of an organisation, but the
function of interviewers may also be outsourced. With the new labour dispensation, interviewers may also
comprise employees from the employment equity department to ensure that there is equality in
employment.
7.3.4.1 The purpose of the interview
The most basic purposes of the job interview are to find the best job candidate for the organisation and to
sell the organisation to the job applicant. During the interview the employee aims to convince the employer
of their potential to do the job and to find out more about the job and the organisation. On the other hand,
Page 2 of 11
HRM1501 Notes by L Petzer (2019 S2)
TOPIC 2 – HRM Functions
WORKBOOK 07: Selection
7.1 Introduction
As soon as recruitment has been completed, selection should follow. The purpose of recruitment is to source
a large pool of job applicants from which the organisation can choose the most desired candidates. These
candidates should be in possession of the required skills and abilities, inborn talents, past experience and
qualifications.
7.2 Defining Selection
Selection is about choosing the best applicant to fill a position (Wärnich et al 2015:201). Organisations
should exercise great care when deciding who to select and appoint in the available position. Selecting the
wrong job applicant can have far-reaching consequences as the position may have to be re-advertised and
new job applicants will need to be interviewed. Dismissing an inappropriate job candidate also has
implications in relation to employment laws.
7.3 The Selection Process
The selection process involves making a judgement, not about the applicant but about the fit between this
person and the job. The selection process comprises a number of steps that every job applicant should
undergo to select the best candidate for the advertised position. Most organisations follow the same typical
steps in the selection process. After each step, the applicant can either be rejected or accepted to proceed
to the next step until final appointment is reached.
The process often begins with the preliminary interview, reviewing the application forms and resumés, the
employment tests, the job interview, reference or background checking, the selection decision, medical
examination and the job offer.
As soon as the organisation has attracted the most desired job candidates, the selection process begins. It
comprises the following steps:
Page 1 of 11
HRM1501 Notes by L Petzer (2019 S2)
, 7.3.1 The preliminary interview
The preliminary interview is a brief interview of less than 15 minutes between the applicant and a
representative of the organisation. The purpose of the preliminary interview is to eliminate applicants who
are obviously not qualified for the job. Applicants need to possess the essential requirements as set out in
the job specification.
7.3.2 Written application
A good written application should conform to legal requirements and provide considerable insight into an
individual’s strengths, shortcomings and potential. This section provides guidelines on interpreting
application form responses and how an application form analysis should be done.
7.3.3 Employment tests
An employment test is an instrument that is used to obtain information about the personal characteristics of
job candidates. These tests are often used with high-profile positions. The purpose of employment tests is to
obtain information about the job applicant which the panel cannot obtain during a face-to-face interview.
Employment tests help the interviewing panel by providing valuable information about the applicant’s
values.
In terms of the Employment Equity Act (EEA) 55 of 1998, using tests for job selection for the assessment of
employees is prohibited unless the test, which is used,
✓ has been scientifically shown to be valid and reliable
✓ can be applied fairly to all employees
✓ is not applied in a biased manner to any employee or group of employees
In South Africa, the use of tests by psychologists is regulated by the following bodies:
• the government
• the Professional Board for Psychology
• the Test Commission
There are a variety of tests which employers can use to assess job candidates. Most of these tests attempt to
assess the applicant’s ability to do the job, personality and attitude.
The following are examples of tests:
cognitive aptitude tests
psychomotor abilities tests
job knowledge tests
work sample tests (also known as simulations)
vocational interests’ tests
personality tests
HIV and Aids tests
7.3.4 Employment interviews
An employment interview is actually a meeting between the job applicant and the interviewer or a group of
interviewers. Interviewers are usually representatives from the HR department of an organisation, but the
function of interviewers may also be outsourced. With the new labour dispensation, interviewers may also
comprise employees from the employment equity department to ensure that there is equality in
employment.
7.3.4.1 The purpose of the interview
The most basic purposes of the job interview are to find the best job candidate for the organisation and to
sell the organisation to the job applicant. During the interview the employee aims to convince the employer
of their potential to do the job and to find out more about the job and the organisation. On the other hand,
Page 2 of 11
HRM1501 Notes by L Petzer (2019 S2)
