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Submitted To Submitted by Dr. Gitanjali Prashar Netali Cuhp16mba38

The document discusses the key aspects of the selection process, including preliminary interviews, selection tests, employment interviews, reference and background checks, the selection decision, physical examinations, employment contracts, and evaluating the selection program. It provides details on the different types of tests, interviews, reference checks, and guidelines for interviewers and interviewees. The overall goal of the selection process is to identify candidates with the required qualifications, competence, and fit for jobs in the organization.

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39 views35 pages

Submitted To Submitted by Dr. Gitanjali Prashar Netali Cuhp16mba38

The document discusses the key aspects of the selection process, including preliminary interviews, selection tests, employment interviews, reference and background checks, the selection decision, physical examinations, employment contracts, and evaluating the selection program. It provides details on the different types of tests, interviews, reference checks, and guidelines for interviewers and interviewees. The overall goal of the selection process is to identify candidates with the required qualifications, competence, and fit for jobs in the organization.

Uploaded by

ANKI
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Submitted to Submitted by

Dr. Gitanjali Prashar Netali


cuhp16mba38
SELECTION
Selection is the process of picking individuals (out of
pool of job applicants) with requisite qualifications and
competence to fill jobs in the organization .
Selection is an activity in which the organization selects a
fixed number of candidates from a large number of applicants.
It involves the actual appointment of the employee for filling
up the vacancies of the enterprise. The term selection means
the placement of the right man at the right job.
Selection as a source of competitive
advantage
• Work performance
• Cost incurred (hiring ,training ,replacement)
Selection process
Process
External environment
Internal environment
PRELIMINARY INTERVIEW
Rejected applicants

SELECTION TESTS

EMPLOYMENT TESTS

REFERENCE AND BACKGROUND ANALYSIS

SELECTION DECISION

PHYSICAL EXAMINATION

JOB OFFER

EMPLOYMENT CONTRACT

EVALUATION
Preliminary interview

• Preliminary interviews, also known as


screening interview, is used to weed out
those candidates who do not meet the
minimum criteria laid down by the
employing organizations or if the
number of candidates is quite large
enough and the time at the disposal of
interviewers is short to adopt in-depth
interview and using preliminary
interview questions for all the candidates
to weed out the candidates falling below
the cut-off point.
Selection tests

• Job seekers who pass the screening and the preliminary


interview are called for tests .different tests are administered
,depending on the job and the company .generally tests are
used to determine the applicant’s ability ,aptitude and
• personality .
Types of tests
• Ability test (achievement
tests)
It assists in determining how
well an individual can perform
tasks related to the job .
Aptitude tests
• It helps to determine a person’s potential to
learn in a given area fore.g GMAT TEST
Personality tests
• These tests are given to measure a
prospective employee’s motivation to
function in a particular working
environment.
• There are various tests to assess a
candidate’s personality .
1) Bernsenter personality inventory
• Fore.g measures one’s self sufficiency
• Neurotic tendency
• Sociability
• Introversion
• Extroversion
• Locus of control
• Self confidence
Interest tests
• These are used to measure an individual ‘’s activity
preferences. These tests are particularly useful for
students considering many careers or employees
deciding upon career changes .
Graphology test
• It is designed to analyze the handwriting of an individual .an
individual’s handwriting can suggest various attributes about
him/her.
Polygraph tests
• Polygraph is a lie
detector .these are
designed to ensure
the accuracy of the
information given in
the applications .
Choosing tests
Test must be chosen based on the criteria of
• Reliability
• Validity
 Concurrent
 Predictive
 Synthetic
• Objective
• Standardized
Employment interview
• Interview is a formal ,in –depth conversation
conducted to evaluate the applicant’s acceptability .it
is considered to be an excellent selection device.it
allows a two way exchange information ,the
interviewers learn about the applicant and the
applicant learn about the employer .
 Shortcomings of interviews
1. Absence of reliability
2. Lack of validity
Types of employment interviews
1. One to one
interview
• Two participants
Sequence interview
• It takes the one to one a step further and involves a series of
interviews .candidates of each move from room to room so
that the interviewer can ask questions in relation to his or her
subject area of each candidate .

Panel interview
• Structured –predetermined checklist of questions
• Unstructured-questions are made up during the
interview
• Mixed-a combination of the above
• Behavioral-hypothetical situations are given
• Stressful-a series of harsh rapid fire questions
Guidelines to interviewers
Do’s Don’ts
• Plan the interview • Start the interview
• Establish an easy and unprepared
informal relationship • Plunge too quickly into
• Encourage the candidate to demanding situations
talk • Pay too much attention to
• Analyze career and isolated strengths or
interests to reveal strengths weaknesses .
• Probe where necessary • Talk too much
Guidelines to interviewee
Interview questions from the
• Openers
employer
 May I see your resume ?
 What do you think you can do for us ?
 What attracts you to us ?
• Regarding motivation
 What is the ideal job for you?
 What courses did you like best/least and why?
• Regarding education
 Describe your educational qualifications ?
 Why did you choose your major ?
Contd.
• Regarding experience
 Why should I hire you ?
 Could I see samples of your work ?
• Regarding pay
 What is the minimum pay you will accept?
 What do you expect to be earning five years from
now ?
Reference and background checks
• Criminal records check
• Previous employment check
• Educational record checks
• Credit record checks
• Civil record checks
• Union affiliation check
• Character reference check
• neighborhood reference check
Selection decision
• This stage in the selection process is most
critical of all the steps. The other stages have
been used to narrow the number of
candidates. The final decision has to be made
from the pool of individuals who pass the
tests ,interviews and reference checks .the
views of the line manager will be greatly
considered in the final decision .
Physical examination
• After the selection decision and before the job offer is
made, the candidate is required to undergo a physical
fitness test.
• Objectives behind the physical test.
• To detect if the individual carries any infectious disease.
• An applicant is physically fi to perform the work
• If there are certain physical capabilities which differentiate
successful and less successful employees .
• Medical checkups protects applicants with health defects
from undertaking work .
• It will protect the employer from workers compensation
claims
Contracts of employment
• After the job offers have been made and the candidate
accept the offers ,certain documents need to be execute by
the employers and the candidates.one such document is
attestation form and other is contract of employment.
• Contract of employment contains :
• Job title
• Duties
• Rate of pay allowances
• Hours of work
• Holidays arrangement
• Sickness
• Work rules etc.
Evaluation of selection programme
• A firm must have competent and committed
personnel .the selection process, if properly done
will ensure availability of such employees . A periodic
audit is the answer to evaluate employees. Audit
must be conducted by the people who work
independent of the HR department .

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