Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Selection process final


Published on


Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

Selection process final

  1. 1. Sanket Vijaykumar Jagare.
  2. 2. Definition:-  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. Purpose:-  To pick up the most suitable candidate who would the best suit for requirements of the job in an organization.  In other word to find which job applicant will be successful, if hired in an organization.
  3. 3. Reception:
  4. 4. Screening Interview.
  5. 5. Application Blank(Form):  Collect the information of applicant on various aspects. Weighted Application Blank(WAB):  Collect the information of applicant on different weights to different criteria.
  6. 6. Selection Testing 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 requirements.
  7. 7. Employment Tests. 1) Intelligence Test.  Mental Ability Test.  Learning Ability.  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.
  8. 8. 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
  9. 9. 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 managerial position.
  10. 10. 4) Assessment center  The performance in situational exercise us observed and evaluated by a team of 6 to 8 trained assessors.  Simulated exercises:- a) The in-basket b) The leaderless group discussion (LGD) c) Business games d) Individual presentations e) Structured interview
  11. 11. Evaluation of Assessment Center Technique  Graphology Tests  Polygraph (lie-detector) Tests  Integrity 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
  12. 12. Test as selection Tools Standards for selection Tests • Reliability 1) Test – retest reliability 2) Inner –rater reliability 3) Intra- rater reliability • Validity
  13. 13.  Qualified people: Test require a high level of professional skills in their administration & interpretation.  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 be criticized.
  14. 14. Selection Interview  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 & intelligence;  Assess subjective aspects of candidate
  15. 15. Type of Interviews  The non- directive interview  The directive or structured interview  The situational interview  The behavioural interview  Stress interview  Panel interview
  16. 16. The interview process a) Preparation b) Reception c) Information Exchange d) Termination e) Evaluation
  17. 17.  Medical Examination  Reference Checks  Hiring Decision