SELECTION PROCESS

SELECTION :-

Selection refer to the process by which qualified applicant are selected by mean of various test in pre determined numbers, out of large number of applicant.

Recruitment is a positive process butSelection is a negative process because under it effort are made to reduce the no of applicant

DEFINITION:-

“selection is a process in which candidate for employment are divided into two classes, those who are to be offered employment and those who are not”

SELECTION PROCEDUREPreliminary interview

Receiving applications

Selection test

Employment interview

Medical examination

Reference check

Final selection or appointment letters

1) Preliminary interview:-

The object of preliminary interview is to ensure whether the applicant is physically and mentally fit for the job. During preliminary interview, candidate are asked question related to their experience, education, taste, age, etc. Those candidate who are successful in the preliminary interview are asked to fill the blank application form.

2) Blank application form :-

Blank application form are the printed form of the organization. For different post there are different form because for each post, person of different qualification are required.

While preparing these form two things must be kept in view:-These should convey maximum possible informationQuestion should be directly related to the post.

3)SELECTION/EMPLOYMENT TEST

“Employment tests are devices to check the areal knowledge of candidate for the respective jobs. These tests enable the management to bring out the right person for the job”

Selection test

Intelligence test

Aptitude test

Personality test

Achievement test

Simulation test

Assessment test

Geography test

Polygraph test

Integrity test

Intelligence test:- It test the mental ability of candidate. These test measure the learning ability of candidate & their power to take quick decisions on crucial points

Aptitude tests:-It test an individual’s capacity to learn a particular skill.

Cognitive tests:- which measure intellectual, mental aptitudes.

Motor tests:- these test check the hand-eye coordination of employees.

Proficiency tests:-These test are designed to measure the skills already by the individuals. They are used to test the level of knowledge.

Personality tests:-These tests judge the psychological make-up of any person. These tests check an individual’s motivational level, emotions, integrity, sympathy, sensitivity, etc. In this test a controversial situation is presented to the person

Interest test:-These test will suggest what type of jobs may be satisfying to the employees. They help the individuals in selecting occupations of their interest

Achievement test:- These are designed to measure what the applicant can do on the job currently. These tests are also known as work sample test.

Simulation test:- It measure the ability of the person to face various problems while at work. These test are used for hiring managers.

Graphology test:- these test involve using a trained evaluator to flourish a person’s handwriting to assess the person's personality & emotional make-up

Integrity test:-

These test are designed to measure employee’s honestly to predict those who are more likely to steal from an employer or otherwise act in a manner unacceptable to the organization. In it many “yes” or “no” type question are asked.

BENEFITS:-

It tends to eliminate biasness in the selection of personnel

Tests can identify talents of individuals which might otherwise be overlooked

These tests reduce the cost of selection because large on of people can be evaluated

These tests measure the aptitude of candidates Tests provide a healthy basis for comparing

applicants background.

LIMITATION

These test measure only a part of total information

These test are far from perfection, it does not make perfect prediction of an individual’s ability.

No test can measure with guarantee the complex combination of characteristics required in numerous positions.

SELECTION INTERVIEW

Interview is the oral examination of candidates for employment. In this step the interviewer matches the information obtained about the candidate through various means to the job requirement and to the information obtained through his own observations during the Interview.

Types of Interview:Several types of interview are commonly used depending on the nature and importance of the position to be filled within an organisation.

1) Structured Interview: In this type of interview a list of questions asked by the interviewer is prepared in advance on the basis of an analysis of job satisfaction.

2) Unstructured Interview: In this type of interview list of questions asked by the interviewer is not prepared in advance. In this type of interview questions are asked as what comes in interviewer’s mind.

3) Panel Interview: In panel interview candidate is screened by a group of interviewers who are specialists in their respective fields. They call upon the candidates one by one and assess his qualities.

4) Stress Interview: under it, the interviewer deliberately creates a situation that puts the candidate to a considerable strain. Frequent interruptions, criticism of candidate’s opinion, keeping silence for extended period of time are some of the methods of creating stress.

INTERVIEW PROCESS

HR experts have identified certain steps to be allowed while conducting interview:1) Preparation: Effective interviews do not just happen. They

are planned. This involves: Establishing the objectives of the interview. Reviewing the candidate’s application and resume, noting

areas that may show candidate’s strengths and weaknesses on which questions could be asked.

Keeping the test scores ready. Selecting the interview method to be followed. choosing the panel of experts who would interview the

candidates2) Reception: The candidate should properly received and led into the interview . As a rule, treat all candidates even unsolicited drop-ins at your office courteously, not on humanitarian grounds but because your company’s reputation is at stake. Start the interview on time.

3) Conducting the interview: Information exchangeThe information exchange between the interviewer and the interviewee may proceed thus: state the purpose of the interview, how the

qualifications are going to be matched with skills needed to handle the job.

do not monopolise the conversation, giving very little chance to the applicant to reveal himself.

begin with open-ended questions where the candidate gets enough freedom to express himself freely

focus on the applicant’s education, training, work experience etc

avoid questions that are not job related listen to the applicant’s answer attentively and

patiently.

4)Termination: End the interview as happily as it began without creating any awkward situation or the interviewee. Here, avoid communicating, through unpleasant gestures such as sitting erect, turning towards the door, glancing at watch or clock etc.5)Evaluation: After the interview is over summarise and record your observations carefully, constructing the report based on responses given by applicant, his behaviour, your own observations and opinions of other experts present during the interview. Better to use a standardised evaluation form for this purpose.

Medical examination:-Candidate/applicant who have crossed the above stages are sent for a physical examination or medical examination

There are three aim of medical examination:-

1 •Physical fitness for the job concerned

2 •To protect the business organization form infectious diseases

3 •To check excessive expenditure on the treatment of employee.

Reference Check:-

After medical examination information is gathered from those person whose name figure in the column of “reference”.These information related to character, social relation, background, etc, of the candidate. To obtain this information the employer may contact to his friends or his past or present employers.

Final selection or appointment letter:-

After successfully clearing the medical examination or reference check, job offer is given to the selected candidate. For the job offer, appointment letter is handed over. After the acceptance of job offer by a selected candidate, he become an employee of the organization.

Thank you