Selecting Human Resources

 Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. It is a managerial decision making process to predict which job applicant will be successful ,if hired. It is the process by which candidates for employment are divided into two classes- those who will be offered employment and those who will not.
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Difference b/w Recruitment and Selection

Recruitment Process of procurement begins with this process. It is a positive task. It is comparatively easy as it does not require expertise on the part of the recruiters to build an applicant pool. Selection
Process of procurement ends up with this process. It is a negative task. It is a difficult job as it requires specialized knowledge and skills on the part of selectors to choose the best candidates by predicting their likely performance. It is basically a screening function.

It is a searching function.

Nature and Significance of Selection

Selection is picking up right people for right jobs Selection is significant because
it determines work performance heavy costs are incurred false negatives and false positives can be avoided

 Selection process should start with filling of the application forms which are having standardized formats to collect the necessary information about an applicant to determine his suitability for the job. The information collected must be relevant, reliable and accurate for decision making. Application forms normally solicit the information regarding Biographical characteristics, Educational qualifications, Work Experience, Pay and other requisites, References etc.
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Guidelines for evaluating the application forms

Finding out why the applicant left the last job. Assessing the applicants educational background. Determining whether the applicant exhibits adequate intelligence while responding to the questions. Looking for clues regarding the applicants attitude and behaviour.
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Selection test
Also known as Psychological test, it is standardised measure of behaviour. Its characteristics are as follows 1. Objectivity 2.Validity ( same inferences on cross temporal ) 3.Reliability (same inferences , if the same person takes the test twice.) 4.Standardisation.
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Developing a test programme

How would you formulate a test programme? What things will u keep in your mind to formulate the test programme?

Interview process
Primary purpose of the interview is to collect the information which was not collected in the prior phases. Discuss the advantages and disadvantages of this process, and how can we overcome them?

Types of Interviews
(a) One-to-One Interview

(b) Sequential Interview

(c) Panel Interview

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Barriers to Effective Selection

Barriers to selection
Perception Fairness Validity Reliability Pressure

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Assignments
What are psychometric tests? Find out the selection testing techniques of various companies. Projects? Develop the test programme to select people at the position of manager (Finance, Marketing, HR) in ONGC Ltd.

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