Process of Recruitment and Selections 1.Errors in interviewing 2.Checking References 3.Preliminary & Final Selection 4.Physical Examination 5.Placement and Orientation 6.Difference between Recruitment and Selection 7. Whole process is explained with help of Flow Chart

1. Neelam Chauhan

2. Errors in Interviewing
 Halo Error - One trait of personality of the candidate
dominates the judgement of the
interviewer.
Leniency - One person may be lenient or very strict
while taking interview
Projection - This error arises when the interviewer
expects his own skills, qualities, values
in an applicant
Stereotyping - An interviewer may form a mental
association between a particular trait,
cultural background, particular
community etc.
Personalities come across differently- Shy, nervous and
slow people can be assessed poorly
even though the job does not require

3. Fooled by enthusiasm- Some interviewers are so smitten
with candidate enthusiasm and passion that
they fail to
accurately assess other important job
requirements.
 Looking for reasons to reject. Often interviewers spend
almost all of the time trying to find a reason to
reject the candidate, and as a result, they
miss the candidate’s positive aspects. In some
cases, negative responses are given twice the
weight, so a candidate can be “mentally” rejected
after a single error.
Recentcy comparison (the contrast effect)- If an
interviewer has several bad interviews in a
row, the next person that performs much
better may be inaccurately rated as

4. Checking References
Features
 Candidate are required to give atleast two or
three references.
 Reference from former employers or with
whom working earlier (if he is already in
service).
 Referee should not be relative of candidate.

5. Merits
• Provide information regarding education,
experience, skills, ability etc. of candidate.
• Easy to investigate about candidate.
• Economical and time saving
Demerits
• Partial- Referee either praise the candidate or
criticise his work and ability.
• Not helpful in knowing exact position of
candidates.

6. Preliminary and Final Selection

7. Physical Examination
After final selection candidates have to appear for
physical examination.
Purpose
I. Physical suitability to perform job
II. Contagious disease can be prevented
III. Helps in discovering existing disabilities and obtain
a record of employee’s health
IV. Setting claim of compensation
V. Place person in jobs which they can handle without
injury or damage to health

8. Contents
o Quick examination of the eyes, ears, throats,
hearts, lungs etc.
o The person who assigned heavy manual work
should be tested for physical strength and
health.
o Who employed for office work need to be
tested for eyesight, conditions of pulmonary
system and sign of tubecular tenden.

9. Placement and Orientation
Placement
In this step selected candidates should be given
detailed description of the job assigned to
them and introduced to their immediate
superior and subordinate .
Orientation
The employee should be informed about product
manufactured, service provided, canteen
location, recreation rooms, dispensary etc. so
that they adjust easily in the organisation.

10. Bases of
difference
Recruitment Selection
1. Meaning Identification of potential
employees and encouraging
them to apply
Selection amongst the
qualified applicants.
2. Nature Positive Negative
3. Process Simple Complex and consist many
hurdles
4. Sequence Starts before selection Starts after the process of
recruitment
5. Object To create a large pool of
candidates
To select the most
appropriate candidate after
eliminating others
6. Classification Internal and external No such classification
7. Restriction No restriction on the no. of Only restricted no. of

11. Scrutiny of applications
Specialized application form
Testing
Preliminary interview
Rejected ApplicationsJob Offer
Employment Contract
Selection
Medical Test
Checking References
Final Interview
Is preliminary
interview O.K
?
Is Test O.K
?
Is Medical
Test O.K ?
Is
Reference
O.K. ?
Is Interview
O.K. ?
Y
Y
Y
Y
Y
N
N
N
N
N