Question

Mr.Ashok is running a consultancy firm. He has automated his office, Ile
needs some computer savey staff in his office. As per his requirement the
vacancy was advertised in a leading newspaper. Mr. Ashok got a lot of
applications. After secrutinishing the applications, twenty-light application
were shortlisted
State and explain the steps which Mr. Ashok will take to select the right
candidates

Answer 1

Answer:

firstly Mr. Ashook have to see the candidates degrees that how much he/she study

then talk for the salary

Answer 2

Recruitment is the entire process by which appropriate candidates (whether permanent or temporary) are recruited, chosen, appointed and promoted within the organization.

Explanation:

The selection process can be described as the process of selecting and listing the right candidates for vacancies with the appropriate qualifications and skills. The method of selection is different from industry to industry, from company to company, and also between departments. The selection procedure must comprise of following systematic steps:

1. Preliminary Interview: The preliminary interview is often called a screening test, whereby applicants who do not meet the minimum eligibility requirements as needed by the company are excluded from their further selection process. Here, people are tested for their academic qualifications, abilities, families and interest in working with the business. The preliminary interview is less formal and is conducted in practice to identify the unsuitable applicants before a complete selection process is carried out.
2. Receiving Applications: The person is needed to fill in the application form in the format specified, once he is qualifies the preliminary interview. This application includes applicant details such as age, qualifications, experience, etc. This knowledge helps the interviewer get the right idea and formulate questions to learn more about the nominee.
3. Screening Applications: When the applications are submitted, the screening committee will review them and then compile the list of candidates for the interviews it considers appropriate. Age, gender, education, individual experience can be the shortlist criteria. The qualified candidates are requested to interview either via registered letter or e-mail once the list is prepared.
4. Employment Test: Several assessments will be carried out to evaluate a person's intellectual capacity and skill. Tests for intellect, aptitude, motivation,  interest tests, psychological tests, personality tests, and so on. Such checks are carried out to determine the candidate's suitability for the job.
5. Employment Interview: The applicant is examined in one-to-one session to learn more about him. In this situation, the interviewer asks the applicant questions to learn more and to give him an accurate picture of the kind of job he has to do. In addition, briefing is carried out on some organizational policies, which are important for the performance of the job. During an interview, the employer knows the aspirations of the candidate from the job and his communication skills and the level of confidence can also be tested
6. Checking Reference: Companies typically ask the candidate's references to check that the information he presents is authentic. Such references can be from the educational institution from which the applicant finished his studies or his previous work. Such references are studied to clarify an individual's conduct and actions and his ability to learn new work.
7. Medical Examination: Here, the applicant is tested for his physical and mental health to ensure he is able to perform the task. The medical test is performed at the beginning of of the selection process while in some cases it is done after the final selection
8. Final Selection: In the end, the appointment letter will be given to the candidate who passes all rounds of a selection process.The selection is also complicated and a long process because it requires several steps before an candidate is eventually selected for a job.

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