What is the ratio of selection?
The selection ratio is the concept used by the Business Human Resources (HR) professionals, which helps better decide to hire job seekers. The calculation of the selection ratio includes the distribution of the number of applicants planning to hire the total number of applicants into open positions. Specialists in personnel cast and HR managers prefer a low selection ratio, because it means that they can afford to be sensible during their hiring process. However, the low ratio also increases the chance that strong qualified candidates will have to be rejected. While hiring can be a long and demanding process, negotiations are absolutely necessary to ensure the selection of the right applicants. Those in charge of hiring are often trying to use methods of testing applicants who are as accurate as possible when it comes to predicting the task of Success. In many cases, the best chances of hiring good candidates depend on achieving a good selection ratio.
As an example of a selection ratio, imagine that a companyT decides to open a new branch that requires hiring 20 new workers. This number becomes the numerator in the equation of the ratio. Once the positions are published, 100 people ask for jobs. 100 is now a denominator. 20 divided by 100 leaves the ratio in this case 0.2, which means that 20 percent of all applicants will be hired.
HR professionals prefer a low selection ratio, because it means that they can be highly selective when hiring them. Low ratio can be achieved either by hiring for only several positions or by obtaining a high number of applicants. Since the number of open jobs and the number of applicants approaches each other, the ratio increases. This in turn increases the chances of hiring individuals who may not have the most d -candidates.
Using certain accurate testing methods for hiring and combining with low selection ratio can be experts in HR practitionersKY guaranteed a high level of success for their new employees. However, if the low ratio is accompanied by inaccurate testing methods, it may be problematic for human resources professionals because it leaves less space for errors. This could lead to qualified candidates to be rejected in favor of unskilled, which would lead to a significant impact on overall production and business success.