Selection

Shivam Singhal Salmeit Kaur

Selection
Selection process is a series of specific steps used to decide which recruits should be hired. The process begins when recruits apply for employment and ends with the hiring decision.

 Process by which an organization chooses from a list of applicants the person or persons who best meet the selection criteria for the positions available, considering the current environment conditions.

Selection Process
Initial Screening Employment Test Employment Interview Reference Verification

Panel/Supervisory Interview

Employment Offer

Medical Test

Realistic Job Previews

Hiring Decision

Reliability and Validity of Selection Criteria

Reliability refers to how stable or repeatable a measurement is over a variety of testing conditions OR Reliability means that the test should yield consistent results each time and individual takes it
Validity refers to what a test measure is and how well it has measured it. OR Validity of a test is the degree to which it measures what it is intended to measure.

Steps in the Selection Process

Preliminary reception of applications Employment test Selection interview Reference & background checks Medical evaluation Supervisory interview Realistic job preview RJP Hiring decision

Employment test Testing Tools & Cautions

Psychological test Knowledge test Performance test Graphic response test Attitude and honesty test

 Selection tools as predictors of job performance

Letters of recommendation Application forms Ability tests Personality tests Psychology tests Honesty tests

Selection Interview Types of Interviews

Unstructured interview Structured interview Mixed interview Behavioral interview Stress interview

Hiring Interviews
Structured Interviews: predetermined script and protocol;
Interviews in a proper format Asked through information gathered from job analysis information

 Unstructured Interviews: no predetermined script or protocol

Any thing related or not related to the job No prescribed format

 Behavioral description interviews (BDI): ask participants to relate actual incidents from their past relevant work experience to the job they are applying for.
Think about you past job and tell us a time where you have committed a mistake? What was your response to the mistake? What was the nature of the mistake?

 Situational Interviews: encourage applicants to respond to hypothetical situations they may encounter on the job for which they applied.
What if you are in a situation that to achieve your sales target the whole seller are asking for high commission instead of company policy? What will you do under these circumstances?

 A special type of interview designed to create anxiety and put pressure on the applicant to see how the person responds. In a stress interview, the interviewer assumes an extremely aggressive and insulting posture. Those who use this approach often justify its use with individual who will encounter high degrees of stress on the job, such as a consumer complaint clerk in a department store or an air traffic controller. The stress interview is a high-risk approach for an employer. Consequently, an applicant that the organization wishes to hire might turn down the job offer. Even so, many interviewers deliberately put applicants under stress.

STRESS INTERVIEW

Who Conducts Interviews?

Individuals

Panel Interviews

Interviews Video Interviewing Team Interviews

Problems/Error in the Interview

HALO EFFECT Occurs when an interviewer allows a prominent characteristic to overshadow other evidence. Devils horns (a reverse halo effect), such as inappropriate dress or a low grade point average, may affect an interviewer as well. BIASES Interviewers tend to favor or select people whom they perceive to be similar to themselves. This similarity can be in age, race, sex, previous work experiences, personal background, or other factors. LEADING QUESTION You do like to talk to people, dont you? Do you think you will like this work? Do you agree that profits are necessary? INTERVIEWER DOMINATION Interviewer who use the interview telling the applicant about his success , spending entire interview telling about company plan or benefits.

Conducting Effective Interviews

Interviewers should be carefully selected and trained properly Preparation of Interview Plan Break ice-Put interviewer at ease Listen Carefully Record the facts immediately after interviews Evaluate effectiveness of interviewing process

Eval uati on

Termina tion Information exchange Creation of rapport

Interviewer preparation

Stages in the typical employment interview

Background Investigation
Four Goals of Background Screening:
Demonstrates due diligence in hiring Provides factual information about candidates Discourages applicants who have something to hide Encourages applicants to be honest on application forms and in interviews

Background Investigations and Reference Checks

Extent of investigations and checks

Reference checks (87%) Background employment checks (69%) Criminal records (61%) Credit checks (35%)

Reasons for investigations and checks

To verify factual information provided by applicants. To uncover damaging information

Selection - Legal Issues in Staffing

Discrimination Laws Affirmative Action
Negligent Hiring
Develop clear policies on hiring as well as on disciplining and dismissing employees Check state laws regarding hiring applicants with criminal records Learn as much as

 The purpose of a realistic job preview (RJP) is to inform job candidates of the organizational realities of a job, so that they can more accurately evaluate their own job expectations. By presenting applicants with a clear picture of the job, the organization hopes to reduce unrealistic expectations and thereby reduce employee disenchantment and ultimately employee dissatisfaction and turnover. A review on research on RJPs found that they do tend to result in applicants having lower job expectations.

Realistic Job Previews

BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are 1. Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.

 2. Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. 3. Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job that is being offered.

Selection: An Overview
Selection Ratio is the relationship between number of applicants hired and the total number of applicants available. No. of Applicants hired/Total No. of applicants =S R Uniform Guidelines on Employee Selection Recruiting and selection are combined and called the employment function in many HR departments.

Recruitment And Selection Process of Tata Consultancy Services

Recruitment And Selection Process of Tata Consultancy Services

Recruitment
attracting employment.

- It is the process of finding and ,capable applicants for - It is the process of differentiating applicants in order to identify with greater likelihood of success

Selection

between and hire those in job.

Recruitment And Selection Process of Tata Consultancy Services

Tata consultancy is a software company, now it is coming in the financial sector also. Tata consultancy follows a very tough process of recruitment people in their company. They strongly believe that the quality of deliveries by the company is directly proportional to the quality of resources working in the company therefore they are very careful in

selection of people. They evaluate people based on their

attitude and of course their technical expertise Process.

Recruitment And Selection Process of Tata Consultancy Services

The main sources of recruitment are:
1. Internal promotion and internal introductions (at

times desirable for morale purposes)

2. Careers officers (and careers masters at schools) 3. University (Campus) appointment boards 4. Agencies for the unemployed 5. Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio)

Recruitment And Selection Process of Tata Consultancy Services

CEOs Top Management Level

Managers Leaders Programmers

Middle Management Level

Frontline Level Work Force Level

Recruitment And Selection Process of Tata Consultancy Services

1. Work force level
Work force level is the initial level of any company, hear the selected person do the job which is assigned by their head. In the TCS the initial job is mainly concern with software development, it could be hardware or networking related also

so candidate should have knowledge of computer languages,

hardware or networking for which post he/she is applying.

Recruitment And Selection Process of Tata Consultancy Services

Now the recruitment process for work force level 1.Application: it can be either online or respond to one

of companys Ads -- They screen candidates resume and call them for an interview
Written (Aptitude test) Interview (Technical & non-technical) Group Problem Solving

Selection process is through

1. 2. 3.

Recruitment And Selection Process of Tata Consultancy Services

2. Frontline Level
Frontline level is the upper level of work force level. A person could be the head of one team of workforce level. Here it concern with strong technical as well as communication skill. It is two way communication process where he/she communicate with work force people as well as their technical department.

This is internal and external process here employee is getting select from inside the company or from outside the company. The inside selection process is bit different from outside selection process.

Recruitment And Selection Process of Tata Consultancy Services

Now selection process for frontline level from outside the company
1. Written 2. Interview (technical & non-technical) 3. Case study analysis, aptitude test 4. Group Discussion

Recruitment And Selection Process of Tata Consultancy Services

For inside selection they considers
1. According to their performance
2. Interview 3. Leadership quality

Recruitment And Selection Process of Tata Consultancy Services

3. Middle Management level (Executive selection scheme)
The Executive Selection Scheme is a fast track programme for accelerated growth of high potential professionals. It take care of all project taken by the company.

This is also two way communication process. Here the manager communicate with his high level person, lower level employees and more with clients.

Recruitment And Selection Process of Tata Consultancy Services

Now the selection process of middle Management level This is also based on internally and externally. In Internal process
1. 2. 3. 4. 5. Interview Presentation Case Study Analysis Leadership Quality & According to their performance

Recruitment And Selection Process of Tata Consultancy Services

Now External Process
1. Written Aptitude test 2. Interview (technical & non-technical) 3. Case study analysis 4. Presentation 5. Leadership quality 6. Negotiation

Recruitment And Selection Process of Tata Consultancy Services

4.Top Management Level
It is the top most and prestigious post for the Tata Consultancy Service like CEO, MD. Here top most person is mainly concern for managing the whole company, they also

make strategies related to decision making for to phosphorus

in near future .

Recruitment And Selection Process of Tata Consultancy Services

There is no recruitment process from externally. Now Selection process for Top Management Level is through
1. Interview 2. Candidate Presentation 3. Offers and negotiation

Thank You