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SELECTION PROCESS

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SELECTION GOAL Goal of recruitment is to create a large

pool of persons who are available and

willing to work for a particularcompany.

The Goal of Selection is to choose

individuals who posses the necessaryskills, abilities and personality tosuccessfully fill specific jobs in theorganization.

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Define selection requirements and criteria

Consider and choose appropriate selection methods

Ability TestAptitude TestPersonality Test

Documentary InformationProbationary Information

Plan and Implement Chosen Method

Validate Chosen Method

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SELECTION PROCESS

The selection process is a series of

specific steps used to decide whichrecruits should be hired

The process begins when recruits applyfor employment and ends with thehiring.

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SELECTION PROCESS

Selection procedure

1. Reception in employment office

2. Preliminary Interview

3. Application Blank

4. Selection tests

5. Second employment Interview/Final Interview

6. Reference check

7. Medical Test

8. Selection (make an offer and Hire)

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APPLICATION BLANK

The application blank is used to

obtain information sufficient toidentify him or her, properly and tomake tentative inferences regarding

his suitability for employment.

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SELECTION TESTSelection tests are devices that asses the match between

applicants and job requirements.

To be valid a test must be reliable.

Reliability means that the test should yield consistent

results each time and individual takes it.

Validity of a test is the degree to which it measures what

it is intended to measure.

Expressed slightly differently it shows the extend to which

a test does the job for which it is used.

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SELECTION INTERVIEW

Selection Interview is a formal in depthconversation conducted to evaluate an

applicants acceptability. The interviewerseeks to answer three broad questions:

Can the applicant do the job

Will the applicant do the jobHow does the applicant compare with otherswho are being considered for the job.

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Goal of the SelectionInterview

The goal of selection interview can be grouped into threebroad categories.

1. The interviewer seeks to obtain enough knowledge about

the candidate to determine weather he is suitable foremployment.

2. Giving of sufficient information about the organisation,the Job and the people such that the applicant is able tomake an intelligent decision on acceptance or rejection ofthe job, if it should be offered to him.

3. To deal with the candidate in such a manner as tomaintain and create good will towards the company andits management.

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INTERVIEW PROCESS

INTERVIEW PREPARATION

CREATION OF REPORT

INFORMATION EXCHANGE

TERMINATION

EVALUATION

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Evaluation

Use the interview guide to record your

thoughts on each candidate. Score each individual on decision making

matrix.

Reflect on the top scoring candidate. Be sure to remain as objective as you can in

your assessments.

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Check Reference

Take a little time to built rapport with thereference.

Briefly describe the job that the candidate isapplying for.

Ask about the candidates style, character,

strength and weakness. Ask tough questions and follow up with

detailed probes.

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Extend an Offer

Make the offer with enthusiasm.

Make the offer personal. Refer to something

positive that you recall about the interview.

Continue to gather information from the

candidate regarding his or her concerns.

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The Offer Letter

Starting date.

Job title.

Expected responsibilities

Compensation.

Benefit summary. Time limit for accepting the offer.