Selection Process

HRM -Selection Process

Sanket Vijaykumar Jagare.

Definition:-Select means to chose.It is the process of picking individuals who have

relevant qualifications to fill jobs in an organization.

Select a person who is the best suit or fit to perform the specific job from the pool of qualified candidates.

Purpose:-To pick up the most suitable candidate who would

the best suit for requirements of the job in an organization.

In other word to find which job applicant will be successful, if hired in an organization.

Reception:

Screening Interview.

Application Blank(Form):Collect the information of applicant on various

aspects.Weighted Application Blank(WAB):Collect the information of applicant on

different weights to different criteria.

Selection TestingTest is a standardize objective to measure a

person’s performance, behavior and attitude.Standardize because its uniformly applied.To measure individual’s differences in

scientific way.To check how well an applicant meets the job

requirements.

Employment Tests.1) Intelligence Test.

Mental Ability Test. Learning Ability. Ability to understand instructions. Ability to make judgments. Pick up employee who is alert and quick in

learning.

2) Aptitude Test. Potential to certain skills. Ability to learn given job quickly and effectively.

3) Personality Test.

Measuring Personality factors.

Basic aspects of personality such as motivation, emotional balance, self confidence, interpersonal behavior, introversion etc.

Three types of personality test (a) Projective Tests.

(b) Interest Tests. (c) Preference Tests

3) Achievement Tests. What applicant can do on a job currently. Proficiency tests = work sampling tests. Work sampling = a small portion of job is

tested.

4) Simulation Tests. Test duplicates many of the activities and

problems an employee faces while at work. Such exercise is generally used for hiring

managers at various levels in an organization. Is done to access potential of candidate for

managerial position.

4) Assessment center

The performance in situational exercise us observed and evaluated by a team of 6 to 8 trained assessors.

Simulated exercises:-a) The in-basketb) The leaderless group discussion (LGD)c) Business gamesd) Individual presentationse) Structured interview

Evaluation of Assessment Center Technique

Graphology Tests

Polygraph (lie-detector) Tests

Integrity Tests

a) Have u ever told a lieb) Do u carry office stationery back to your homec) Do u mark attendance for your colleagues also

Test as selection ToolsStandards for selection Tests

• Reliability 1) Test – retest reliability

2) Inner –rater reliability 3) Intra- rater reliability

• Validity

Qualified people: Test require a high level of professional skills in their administration & interpretation.

Preparation: Test should be well prepared.

Usefulness: Excusive reliance on any single test should be avoided, since the results in such a case are likely to be criticized.

Selection InterviewSize up the interviewee’s agreeableness

Ask questions that are not covered in tests

Obtain as much pertinent information as possible

Make judgements on interviewee’s enthusiasm & intelligence;

Assess subjective aspects of candidate

Type of InterviewsThe non- directive interviewThe directive or structured interviewThe situational interviewThe behavioural interviewStress interviewPanel interview

The interview processa) Preparation b) Receptionc) Information Exchanged) Terminatione) Evaluation

Medical Examination

Reference Checks

Hiring Decision