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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.
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