Journal of Resources Development and Management www.iiste.org ISSN 2422-8397 An International Peer-reviewed Journal Vol.43, 2018 27 The Selection Process: Its Impact on the Organization Ayinla, Muyideen Adeleke (B.sc, M.sc University of Lagos) Bluedotz Educational Resources Management, Lagos, Nigeria Abstract The research study focused on the selection process and its impact on the organization. Man remains the most valuable asset in the organization compared to money and material as well as machine used for production. The study views the employee and employer expectations during the selection process using Vroom’s expectancy theory. The researcher also developed some expectation concepts that may exist between both parties during the selection process. The use of random sampling was adopted and an online survey was designed and shared online via social media to gather responses in which 46 responses were received and analyzed using paired sample t-test to measure the correlation that exists among the variables selected in the research work with the aid of SPSS v.20. The research shows that the HR interview panel has a role in influencing employee selection process, lack of professionalism may have a negative effect during the selection process on the organization and also questions as to previous salaries may lead to employee giving false information. Keywords: Employer, Employee, Human Resources, Expectancy, Theory, Selection, Recruitment, Organization, Goals and Objectives, Employee turnover, Skills, Professionalism, Staffing, Standards. 1.0 Introduction The selection process in an organization remains the work of the HR department. This department comprises of individuals who are professionals in their various chosen fields, most importantly with the passion to cater for the needs of employees and to be employees of an organization. The HR department remains a very important unit within the administrative chain, it remains a formidable unit through which the organization achieves its corporate objectives. According to Malik, Danish & Munir (2012), the basic purpose of the human resource and labour management is to enhance the confidence or to improve the employee’s attitude towards job in a well manner. The success and failure of an organization starts from the interview process one which must not be ignored. There are various literature on this subject of discourse but most have not been really able to explore the views of the applicants during the selection process. The essence of communication must not be undermined one which in the chain of transmission requires a feedback. This research study examined the selection process within the organization from both angles i.e. the interviewer and the interviewee. The process of selecting relevant applicants to fill a vacant position within an organization comes with its cost one which may be financial and non-financial which also has attached to it its rewards and loss. Most times the loss can be more damaging if the right people are not available to fill significant positions within the organization. Selecting an applicant has attached to it so many factors of which are the qualification, years of experience, the skill as well as the compensation. It should be understood that different classes of individuals employed on a job should have something distinct to contribute to the organization, one which may be spotted in the course of the interview. A wrong perception of individuals may cost the company to lose such applicants. According to the HR guide on personnel selection and methods, it is expected that interviewers must be trained to avoid asking questions which are unrelated to the job, avoid making quick decisions about applicants, avoid stereotyping applicants, avoid giving much weight to individual characteristics, try as much as possible to put the applicant at ease during the interview which is quite essential for easy flow during questions, establish a clear communication with the applicant and maintain consistency in questions being asked. It is a common factor these days most especially in some organizations where the recruitment process has attached to it some conditions or barriers that are quite discriminatory. These barriers or discrimination ranges from Age, disabilities, religion, marital status, beliefs, as well as other factors as decided upon by the organization or her officers. Over the years the center of focus have been the conduct of the applicants at the job interview which must be seen in a positive image but not on how the HR sees and absorb the differences most of which is presumably on character, ideology, level of exposure, belief etc. on the first day of the interview. The body language may be misread and there may exist a communication gap in the process based on the assertions of the respondents and the way in which the assertions are being accepted. These may either be taken lightly or hard by the interview panel depending, but the organization must ensure it complies with the ethics of selecting a candidate good for the available position. How the process is being managed is likely to impact an interviewee’s opinion of the organization and the vacancy concerned. It should be known accordingly that the interview process is a two-way process with applicants seeing a job interview as a key opportunity to assess the role and company concerned. From an employer’s perspective, the job interview process represents an opportunity to promote a positive representation of the company brand, irrespective of whether the candidate is successful in his