The document discusses the process of selecting job applicants. It defines recruitment as attracting applicants and selection as screening applicants to choose the most suitable candidates. The key steps of selection described are preliminary interviews, application forms, screening applications, tests to assess skills/personality, employment interviews, reference checks, medical exams, and making a job offer. The goal is to identify candidates who are qualified and able to perform the job duties while rejecting unsuitable applicants.

1. ANMOL AGARWAL
B.Tech II yr
CSE Department.

2.  Selection is the process of discovering the qualifications
& characteristics of the job applicant in order to
establish their likely suitability for the job position.
 It involves steps leading to employment of persons who
possess the ability and qualifications to perform the jobs
which have fallen vacant in the organisation.
 This process could be called as REJECTION since more
candidates may be turned away then hired.
 It divides the candidates in two categories :
-- those who are offered employment.
-- those who will not be.

3. What is the difference
between
RECRUITMENT &
SELECTION

4. Recruitment vs Selection
Recruitment
• It means searching for
sources of labour &
simulating people to
apply for jobs.
• It is a positive process.
• It creates a large pool of
applicants for jobs.
• It is a simple process.
Selection
• It means selection of right
kinds of people for various
jobs.
• It is a negative process.
• It leads to screening out
unsuitable candidates.
• It is a complex and time
consuming process.

5. How to
choose
people
you
want??

7. Screening of Applications
Screening Interviews
Selection Tests
Employment
interview
Reference Checking
Medical
Tests
Job Offer
Applicant
either
accepts or
rejects the
job
Applications

8. Preliminary Interview
It is to ensure whether the candidate is mentally &
physically fit for the job or not.
Candidates are asked questions related to their
experience, education, taste, etc.
It is a brief interview & serves as elimination round for
totally unsuitable candidates.
Organization will be saved from the expenses of
processing the unsuitable candidate through the
remaining steps of the selection procedure.
Those who clear the preliminary interview are asked to
fill in the application form.

9. Application Blank
IDENTIFICATION
 NAME
 AGE
 SEX
 ADDRESS
 FAMILY
PARTICULARS
 NATIONALITY
 ETC.
EDUCATION
 EXAMS
PASSED
 DEGREES
 DIPLOMAS
 ADDRESS
 COLLEGES &
UNIVERSITIES
ATTENDED
 ETC.
OCCUPATION
 PROFESSIONAL
EXPERIENCE
 RESPONSIBILI
-TY HELD
 TIME SPEND
IN SERVICE
 REFERENCES
 ETC.
MISCELLANEOUS
 INTERESTS
 HOBBLE
 CULTURAL &
SOCIAL
ACTIVITIES
 MEMBERSHIP
OF CLUBS ,
PROFESSIONAL
BODIES
 ETC.

11. All applications received have to be
scrutinised by the screening committee of
Personnel Department in order to eliminate
those applicants who do not fulfil Job
Requirements.
For Example, where the minimum
qualification for a job is B.Tech., a person
possessing B.A. degree (who might have
applied for the job) will be automatically
rejected.

12. INTELLIGENCE
TESTS
ACHIEVEMENT
TESTS
APTITUDE
TESTS
PERSONALITY
TESTS
INTEREST
TESTS

13. Employment Interview
• Experience and Education.
• Previous Employment.
• Gaps In Employment History.
• Information On Health, Domestic & Financial Matters.
• Marital Status.
• Expected Level Of Achievement.
• Extracurricular Activities.
• Strengths and Weakness.
The coverage of the interview may include the following points :

14. Checking References
There are two types of references :
Character Reference
Experience Reference
 The references may be requested to supply information
regarding behaviour of the applicant.
 Names of those persons should be given in character
references who always write favourably for the
applicant.
 It is very rare to get the frank opinion about the
candidate, even after giving an assurance to the referee
that the information provided will be kept confidential.

15. Medical
Examination
It serves to ascertain the applicant’s physical
capabilities to meet the job requirements.
It serves to protect the organisation from the
unwarranted claims under workmen compensation
laws or against law suits for damages.
It helps to prevent communicable diseases
entering the organisation.

16. Appointment Letter &
Placement