Select means to chose.
It is the process of picking individuals who have
relevant qualifications to fill jobs in an organization.
Select a person who is the best suit or fit to perform
the specific job from the pool of qualified candidates.
To pick up the most suitable candidate who would the
best suit for requirements of the job in an
In other word to find which job applicant will be
successful, if hired in an organization.
Collect the information of applicant on various aspects.
Weighted Application Blank(WAB):
Collect the information of applicant on different
weights to different criteria.
Test is a standardize objective to measure a person’s
performance, behavior and attitude.
Standardize because its uniformly applied.
To measure individual’s differences in scientific way.
To check how well an applicant meets the job
1) Intelligence Test.
Mental Ability Test.
Ability to understand instructions.
Ability to make judgments.
Pick up employee who is alert and quick in learning.
2) Aptitude Test.
Potential to certain skills.
Ability to learn given job quickly and effectively.
3) Personality Test.
Measuring Personality factors.
Basic aspects of personality such as
motivation, emotional balance, self
confidence, interpersonal behavior, introversion etc.
Three types of personality test
(a) Projective Tests.
(b) Interest Tests.
(c) Preference Tests
3) Achievement Tests.
What applicant can do on a job currently.
Proficiency tests = work sampling tests.
Work sampling = a small portion of job is tested.
4) Simulation Tests.
Test duplicates many of the activities and
problems an employee faces while at work.
Such exercise is generally used for hiring
managers at various levels in an organization.
Is done to access potential of candidate for
4) Assessment center
The performance in situational exercise us observed and
evaluated by a team of 6 to 8 trained assessors.
a) The in-basket
b) The leaderless group discussion (LGD)
c) Business games
d) Individual presentations
e) Structured interview
Evaluation of Assessment Center Technique
Polygraph (lie-detector) Tests
a) Have u ever told a lie
b) Do u carry office stationery back to your home
c) Do u mark attendance for your colleagues also
Test as selection Tools
Standards for selection Tests
1) Test – retest reliability
2) Inner –rater reliability
3) Intra- rater reliability
Qualified people: Test require a high level of
professional skills in their administration &
Preparation: Test should be well prepared.
Usefulness: Excusive reliance on any single test should
be avoided, since the results in such a case are likely to
Size up the interviewee’s agreeableness
Ask questions that are not covered in tests
Obtain as much pertinent information as possible
Make judgements on interviewee’s enthusiasm &
Assess subjective aspects of candidate
Type of Interviews
The non- directive interview
The directive or structured interview
The situational interview
The behavioural interview
The interview process
c) Information Exchange