This ppt will help you understand the selection meaning, features and process in an easy way and with real corporate examples. Do Like, share and follow. Thank you

1. Selection
A PRIME DETERMINANT OF SUCCESS

2. Introduction
 Image of the company, nature of job etc., influence the
response of job applicants to the recruiting efforts of a
company.
 recruitment attracts prospective applicants.
 Recruitment provides a pool of applicants for selection.

3. Definition
 According to Thomas “Selection is the process of
differentiating between applicants in order to identify
and hire those with a greater likelihood of success in a
job.”

4. Meaning
 To select means to choose.
 Selection involves picking individuals who have relevant
qualifications to fill jobs.
 The basic purpose is to choose the person who can most
successfully perform the job.

5. Purpose: Don’t Buy Bad Apples
 Pick up the most suitable candidate.
 To achieve this goal company obtains and assesses
information about the applicants (age, qualifications,
skills, experience etc.,)
 How well an employee is matched to a job is important
 Any mismatch can cost the organization badly.

6. Putting brakes to negligent hiring
• After facing trouble due to crimes perpetrated by
employees with previous history of sexually related
offences, Wal-Mart came out with a new programme of
criminal background checks for qualified candidates in
2004.

7. Case study - 1
 What do you think is the main cause for the problem ?
 As an HR manager, what steps would you take to solve
this problem at Wal-Mart ?

8. Features of selection
 It is an expensive process.
 It is a time consuming process.
 It is a negative function.
 It is preceded by recruitment.

9. Process of selection
Step 9. Intimation
Step 8. Hiring Decision
Step 7. Reference checks
Step 6. Medical examination
Step 5. Selection interview
Step 4. Selection Tests
Step 3. Application Blank
Step 2. Screening Interview
Step 1. Reception

10. Step 1. Reception
 In order to attract people with talent and skills, a
company has to create a good impression from stage 1.
 Employment possibilities must be presented honestly and
clearly.
 If vacancy is not available, then the applicant may be
asked to contact the HR Department after a suitable
period has elapsed.

11. Step 2. Screening interview
 It is done to cut the costs by allowing only eligible
candidates to go through further stages.
 The applications are examined by a junior executive from
the HR Department.
 It is also called “courtesy interview”.

12. Step 3. Application Blank
 It is one of the most common methods to collect
information of the candidates.
 It is a brief history sheet of the employee’s background.

14. Contents of application blanks
 Personal data (address, etc.)
 Marital data.
 Physical data (height, weight)
 Educational data (levels of formal education etc.,)
 Employment data (past experience, promotions)
 Extracurricular activities data (NSS, NCC, leisure time
activities)
 References (names of two or more people who certify the
suitability of an applicant to the advertised job)

15. Step 4. Selection Tests
 A selection test is used to measure a candidate’s
behaviour, performance or attitude.
 It is standardized in order to ensure uniform assessment

16. Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests

17. Step 5. Selection interview
 Interview is an oral examination of candidates.
 Its purpose is sharing of information.
 It is the most essential step in selection.

18. Types of interviews
 The Non-directive interview.
 The directive or structured interview.
 The situational interview.
 The behavioural interview.
 Stress interview.
 Panel interview.

20. Step 6. Medical examination
• Certain jobs requires physical qualities like clear
vision, high stamina, clear tone of voice etc.,.
• A Medical examination reveals whether the
candidate possesses these qualities.

21. Medical examination can give the
following information.
 Whether the applicant is medically suitable for a specific
job or not ?
 Whether the applicant suffers from bad health which
should be corrected before he can work satisfactorily
(need for spectacles)?
 Whether the applicants’ physical measurements are in
accordance with job requirements or not ?

22. Step 7. Reference checks
 Candidates are required to give the names of two or
three references in their application forms.
 Information may be collected from previous employer or
from co-workers.
 Telephone call or e-mail is used.

23. Beware of Credential Fraud !
• George O’Leary was hired as Notre
Dame’s Football coach. He was forced to
resign after five days when it was
revealed that he lied about having a
master’s degree from NYU.
• Sandy Baldwin was forced to resign as
Chief Executive of the US olympic
Committee when it was discovered that
she lied about having an UG degree from
the university of Colorado and a doctrate
from Arizona.

24. Beware of Credential Fraud !
 Neil Taylor, Chief executive of the
Shrewsbury and Telford Hospitals NHS
trust in the UK was forced to resign
when it was found that he had lied
about having a management degree
from Nottingham university.

25. Credential Fraud in India
 In March 2006, Wipro fired 25 employees after an internal
audit revealed lies on their CV’s. The next day the
company filed police complaints not only against the
employees but also against the hiring agencies that hired
them.

26. Credential Fraud in India
 IBM had to dismiss more than 700 employees overnight
when it found employees with fake CV’s.

27. Step 8. Hiring Decision
 The concerned line manager takes this decision.
 The decision is taken after soliciting the required
information gathered through different techniques
discussed earlier.

28. Step 9. Intimation
• Intimation to both successful and
unsuccessful candidates

29. Selection process of global giants
• It uses extensive psychometric instruments to evaluate
short-listed candidates.
• It uses occupational personality questionnaire to
understand candidate’s personal attributes.
• It uses occupational testing to measure competencies.

32. Sources
 Personnel and human Resource management – P Subbarao
(5th Edition)
 http://hrtrendinstitute.com/2015/08/13/trends-in-
recruitment-and-selection-new-
infographic/#prettyPhoto[galname]/0/
 Slide Share Articles.
 Online research Articles.
 D. Callahan, “Resume Padding”, in www.cheatingculture.com
 www.cnn.com
 www.backgroundchecking.co.un