After identifying the sources of manpower from college, the next step is to stimulate them in applying for jobs in an organization.
Then comes the step of selecting the right student from the college.
The guiding policy in general is the intention to choose the best-qualified and suitable candidate for each unfilled spot and to avoid commitments to those who will not work well.
The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
The selection procedure at college recruiting is the system of functions and devices adopted in a given company to ascertain whether the candidate's specifications are matched with the job specifications and requirements or not.
There is no standard selection process that can be followed by all the companies.
Companies may follow different selection techniques or methods depending upon the size and nature of the business and kind and number of persons to be employed.
Selection procedure at college recruiting employs several methods of collecting information about the candidate's qualifications, experience, physical and mental ability, nature and behavior, knowledge, aptitude and the like for judging whether a given applicant is suitable for the job.
The selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selections techniques.
At each step, facts may come to light, which are useful for comparison with the job requirements and employee specifications.
After the candidates are examined by the experts including the manager of the organization in the core areas of the job, the head of the department interviews the candidate once again mostly through informal discussion.
The interviewer examines the interest of the candidate in the job, organization, adaptability to the working conditions and work adjustment.