selection is the process of picking right candidate for the right job.

1. SELECTION

2. INTRODUCTION
• Selection is the process of picking individuals who
have relevant qualifications to fill jobs in an
organization. Selection is much more than just
choosing the best candidate. It is an attempt to
strike a happy balance between what the applicant
can and wants to do and what the organization
require.

3. ESSENTIAL OF SELECTION
 Picking individuals possessing relevant qualification.
Matching job requirements with the profile of
candidate.
Using multiple tools and techniques to find the most
suitable candidate capable.
Of achieving success on the job.

4. SELECTION PROCESS

5. PRELIMINARY INTERVIEW
• It is used to eliminate those candidates who do
not meet the minimum eligibility criteria laid
down by the organization. The skills, academic
and family background, competencies and
interests of the candidate are examined during
preliminary interview.

6. APPLICATION BLANK
It is a printed form completed by job aspirants detailing
their education background, previous work history and
certain personnel data.
CONTENT OF APPLICATION FORM
•Personal Data (address, sex, identification mark)
•Marital Data ( Single or Married, children, dependant)
•Physical Data (Height, weight, health conditions)
•Educational Data (Levels of formal education, Marks,
Distinction)
•Employment Data(Past experience, Promotion, reasons for
leaving previous job)
•Extra curriculum activities(sports/games, prize won)
•References(names of two or more people who certify the
suitability of an applicant to the advertised position)

8. SELECTION TESTS
1.INTELLIGENCE TEST
2.APTITUDE TEST
PERSONALITY TEST
PROJECTIVE TEST
INTEREST TEST
PREFERNCE TEST
3.ACHEIVEMENT TEST
4. SIMULATION TEST
5. ASSESSMENT CENTRE
6.BUSINESS GAMES
7.INDIVIDUAL PRESENTATION
8.GRAPHOLOGY TEST
9.POLYGRAPHY TEST
10.INTEGRITY TEST

9. 1. INTELLIGENCE TEST-They measure a candidate’s
learning ability and also the ability to understand
instructions and make judgments. They do not
measure any single trait but several mental
abilities ( Memory, fluency numerical ability)
2. APTITUDE TEST- They measure a candidate’s
potential to learn clerical, mechanical and
mathematical skills.
• PERSONALITY TEST- They measure basic aspects
of candidate’s personality such as motivation,
emotional balance, self confidence Interpersonal
behavior.
• PROJECTIVE TEST-These tests expect the
candidates to interpret problems or situations
based on their own motives, attitudes, value etc.

10. • INTEREST TEST-These are meant to find how a person in
tests compares with the interests of successful people in
a specific job. These tests show the area of work in which
a person is most interested.
• PREFERENCE TEST-These tests try to compare employee
preferences with the job and organizational
requirements.
3. ACHIEVEMENT TEST-These are designed to measure
what the applicant can do on the job currently.
4. SIMULATION TEST- Simulation exercise is a test which
duplicate many of activities and problems an employee
faces while at work.
5. ASSESEMENT CENTRE- It is a standardized form of
employee appraisal that uses multiple assessment
exercises such as in basket, games, role play etc

11. • BUSINESS GAMES-Here the participants try to
solve the problem, usually as member of two or more
simulated companies that are competing in the
market place.
• INDIVIDUAL PRESENTATION- In this case the
participants are given a limited amount of time to
plan,organise and prepare a presentation on a given
topic.
• GRAPHOLOGY TEST-Here the trained evaluator
tries to examine the lines, loops, hooks, strokes,
curves in a person’s handwriting to assess the
person’s personality and emotional makeup.
• POLYGRAPHY-It is a lie detection test. During the
test the operator records the respiration, blood
pressure and perspiration of the subject as he or she
responds to a series of questions posed to elicit the
truth.

12. Assesm
ent
centres
In tray
exercise
Group
discussion
Panel
interview
Role
playing

13. SELECTION TESTING IN INDIA
SIEMENS INDIA-It uses extensive psychometric instruments
to evaluate shortlisted candidates. The company uses
occupational personality questionnaire to understand the
candidate’s personal attributes.
LG ELECTRONICS INDIA- LG electronics uses three
psychometric tests to measure a person’s ability as a team
player, to check personality type

14. And to ascertain a person’s responsiveness and
assertiveness.
PEPSICO INDIA-The company uses India as global
recruitment resource. To select professionals for global
careers with it, the company uses a competency-based
interviewing techniques that looks at candidate’s abilities in
terms of lateral thinking, problem solving, managing the
environment.

15. SAMPLE OF PSYCHOMETRIC TEST
1. I prefer to avoid conflict.
A) True B) False
2. I enjoy parties and other social occasions.
A) strongly disagree B) disagree C) neutrals D)
agree E) strongly agree
3. Work is the most important thing in my life.
A) very strongly disagree B) strongly disagrees C)
disagree D) neutral E) agree F)strongly agree G)
very strongly agree

16. SELECTION INTERVIEW
• Interview is an important source of information
about job applicants. Several types of interviews
are used, depending on the nature and
importance of the position to be filled with in the
organization.

17. The non directive interview: The recruiter asked
questions as they comes to the mind.
The directive or structured interview: The recruiter
uses a predetermined set of questions that are clearly
job related.
The situational interview: The recruiter presents a
hypothetical incident and asks the candidate to
respond.
Stress interview: The recruiter attempts to find how
applicants would respond to aggressive,
embarrassing, rule and insulting (at times) questions.
The Panel Interview: Three or four interviewer pose
question to the applicant and examine the suitability
of the candidate.

18. INTERVIEWING MISTAKES
Snap judgment
Leniency
Stereotyping
Bias
Halo effect

19. MEDICAL EXAMINATION AND
REFERNCE CHECKING
• Medical evaluation and reference checking are
routinely undertaken by leading companies these
days to learn more about the candidate’s general
health, social behavior, interpersonal skills,
punctuality and honesty etc