Selection

Definition
Selection is the process of picking individuals who
have relevant qualifications to fill jobs in an
organization. Selection is much more than just
choosing the best candidate. It is an attempt to
strike a happy balance between what the
applicant can and wants to do and what the
organization requires.
Selection is a process of choosing the appropriate
candidate from the obtained applications to
match the requirement of the job.
Selecting the right employees is
important for three main reasons.
1) employees with the right skills and
attributes will perform more effectively
2) the cost of making a wrong hire can
become exorbitant considering the time and
money invested in the selection and training
process.
3) the legal implications of incompetent or
negligent hiring


Selection is usually a series of hurdles or steps. Each one must be
successfully cleared before the applicant proceeds to the next.

Reception
Screening Interview
Application Blank
Selections Tests
Selections Interview
Medical Examination
Reference Checks
Hiring Decision
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
STEPS
Reception
A warm, friendly and courteous reception is extended to candidates
with a view to create a favourable impression. Employment
possibilities are also communicated honestly and clearly
Screening interview/ courtesy interview
The HR department tries to screen out the obvious misfits through
this courtesy interview. A prescribed application form is given to
candidates who are found to be suitable.
Application blank
It is a printed form completed by job aspirants detailing their
educational background, previous work history and certain personal
data.

Sample Application Blank
Name: _________________________________________________________________________
Address: _______________________________________________________________________
Phone Number (Res): _______________________
Education
College/University Attended: ____________ Highest Degree (a) BA/BSc/MA/MSc/MBA/MCom
(b) BE/BTech/ MTech
(c) Any other
High School Attended: _____________________________
Work Experience (List most recent jobs first)
Name of the Organisation:
Gross Salary: ______________ (annual; be sure to include any bonuses or commission earned)
Job Title: ________________________________________________________
Name of Last Supervisor: __________________________________________
May we contact this supervisor? Yes / No
Reason(s) for Leaving: ____________________________________________________________
Name of Organisation: ____________________ Date of Employment: _______ from to ____
Gross Salary: ___________ (annual; be sure to include any bonuses or commission earned)
Job Title: ________________________________________________________
Name of Last Supervisor: __________________________________________
May we contact this supervisor? Yes / No
Reason(s) for Leaving: ____________________________________________________________
Name of Organisation: ____________________ Date of Employment: _______ from to ____
Gross Salary: ___________ (annual; be sure to include any bonuses or commission earned)
Job Title: ________________________________________________________
Name of Last Supervisor: __________________________________________
May we contact this supervisor? Yes / No
Reason(s) for Leaving: ____________________________________________________________
Work skills
1. List any job-related languages you are able to speak or write: _________________________
2. List any job-related clerical (e.g., typing) or technical skills (e.g., computer programming) that you
have:
A. ___________________________________ B. ___________________________________
C. ___________________________________
Additional Information
In case of an emergency, please contact.
Name: __________________________________________
Address: _______________________________________
Telephone: ______________________________________
I understand that falsification of information is grounds for dismissal.
I understand that my employment at the company may be discontinued at any time for any reason
either by myself or by the company.
I agree to submit to a drug and/or alcohol test as a condition of employment.
Signature Date
Selection Test

Intelligence test
Aptitude test
Personality test
Projective test
Interest test
Preference test
Achievement test
Simulation test
Assessment centre

1. Intelligence Test-These tests are basic mental
ability tests. Intelligence refers to application of
knowledge to given situation leading to efficient
resolution of problem.

2.Aptitude tests-Aptitude tests are designed to
assess the presence of job specific skills in an
individual.

3.Personality tests-Personality refers to both
intellectual & emotional traits of individual. These
tests try to identify the various dimensions
included in personality

A. Projective( personality) tests- These tests
expect the candidates to interpret problems
or situations based on their own motives,
attitudes, values etc. Projective tests involve
presentation of ambiguous pictures to
candidates & ask them to interpret the picture
or write a story on it so that their motives,
frustrations or aspirations can be known.

Sample Picture Card from Thematic
Apperception Test
B. Interest: These are meant to find how a person
in tests compares with the interests of successful
people in a specific job. These tests show the
areas of work in which a person is most
interested.
C. Preference tests: These tests try to compare
employee preferences with the job and
organisational requirements.


4. Achievement Test These are designed to
measure what the applicant can do on the job
currently, whether the testee actually knows
what he or she claims to know..

5. Simulation tests: Simulation exercise is a
test which duplicates many of the
activities and problems an employee faces
while at work.
6. Assessment centre: It is a standardised form
of employee appraisal that uses multiple
assessment exercises such as in-basket,
individual presentation, leaderless group
discussion , role play etc.


Selection Interview
Interview is an important source of
information about job applicants. Several
types of interviews are used , depending on
the nature and importance of the position to
be filled within an organisation.

Types of Interview
The nondirective interview: the recruiter asks questions as they come to mind
The directive or structured interview: the recruiter uses a predetermined set of
Questions that are clearly job-related
The situational interview: the recruiter presents a hypothetical incident and asks
The candidate to respond
The behavioural interview: the focus here is on actual work related incidents and
The applicant is supposed to reveal what he or she did in a given situation
Stress interview: the recruiter attempts to find how applicants would respond to
Aggressive, embarrassing, rule and insulting (at times) questions
The panel interview: three or four interviewers pose questions to the applicant
and Examine the suitability of the candidate

Medical Examination And Reference
Checking

Medical evaluation and reference checking are
routinely undertaken by leading companies
these days to learn more about the
candidates general health, social behaviour,
interpersonal skills, punctuality and honesty
etc.

Hiring Decision
The management makes the final decision as
to hire the candidate .
The suitable candidates are intimated about
the hiring decision after careful assessment.
The organization offers an appointment letter
to the successful candidate, with which the
selection process comes to an end.