Definition Process of selection

1. Chapter #6

2. Selection is the process of choosing from the candidates within the organization or from outside,
the most suitable person for the current position or for the future position.
An objective and standards measure of sample behavior.
It’s a selection and process of new employees.
For appraising employee for promotional potentials.
For comparing employee

3. It’s a seven step process:
 Preliminary selection
 Screening of application
 Selection test
 Selection interview
 Checking references
 Medical test
 Offering job offer

4.  First step in selection.
 Initial screening id done. In this step and all the undesirable applicant are excluded
from the list.
 This process pf generally conducted by lower level executives.
 It is a very important step as it shifts out all the unqualified not desirable applicants
and the hr. manager can then concentrate on the other applicant without wasting time

5.  Organization can provide downloadable application from along with the necessary
detail from the official website.
 The form ask for demographics ( basic information about your self).
 Once the form filled application is brought to the screening team.
 In checks the details and calls the candidate for selection test.
 The purpose of this screening to shortlist suitable candidates to call them for next
round.

6.  The purpose of employment tests is to determine whether the candidates have the
necessary skill and abilities that can be appropriately suits to be job requirement.
 There could be different type of test depending on the needs of the job.
 Intelligence job.
 Technical test.
 Aptitude test.
 Psychometric test..

7.  Candidate proving themselves successful through tests are interviewed personally.
 The interviewers may be individual or a panel. It generally involves officers from top
management.
 The candidates are asked several questions about their experience on another job
their family background, their interest etc.
 They are supposed to describe their expectations from the said job.

8.  Generally, at least two references are asked for by the company from the candidate.
 Reference check is type of crosscheck for the information provided by the candidate
through their application form and during interviews.
 Companies try contact these people to better understanding potential of the
candidates and verify the information given you in interview and in your application.

9.  This is an examination to determine an applicant’s physical fitness for essential job
performance.
 Typically, a job offer is contingent on successfully passing this examination.
 Candidate are requested to submit their medical fitness reports from an authorized
doctor on the panel list of the company.
 E.g.. army, navy, air force, police, engineers

10.  Individuals who perform successfully in the preceding steps are now considered
eligible to receive the employment offer.
 Job offer include joining date, salary package , few terms and conditions related to
joining.
 Later on, an appointment letter is issue which is more detailed and comprehensive .
Moreover if confirm your joining as well.

11. Selection test
Ability test
Personality test
Aptitude test
Achievement test
Intelligence test
judgment test
Interest test
Personality test
Attitude test

12.  Its measure the ability and skills of the test taker.
 These tests measure and indicate how well a person would be able to perform after training and
not what he/she has done.
 Aptitude test are used to predict the future ability/performance of a person.
 It can be use in two ways:
 Vocational guidance.
 Vocational selection

13.  achievement test measure a persons potential in a given area.
 In other words, these test measure skills or knowledge already acquired by test taker.
 In early , marks and grade were enough to explain the competence but now industries
conduct their own achievement test.
 Achievement test are also known by the names: proficiency tests, performance test,
occupational or trade test.

14.  A questionnaire or series of exercise designed to measure intelligence.
 There are many type of intelligence test and they may measure learning and/or ability
in a wide variety of areas and skills.
 Scores may be presented as an IQ (intelligence quotient) as a mental age, or a scale.
 The core concept underlying in intelligence test is mental age.
 In certain cases mental age may be differ from physical age
 Intelligence is applied to get bright employees who are quivck at learning , they can
train them faster for any job.

15.  Based on real time problem or puzzle questions.
 The whole idea to test the problem solving skills of any candidates
 Industry is always interested in testing the application level of any candidate.
 E.g. case study solving, decision making puzzles

16.  These test are designed to discover a person’s area of interest, and to identify the
kind of test that will satisfy them.
 The most widely used interest test in kuder reference record.
 It could measure technical interest . The mechanical , computation, artistic. Literary,
musical and clerical interest.
 It could also measure behavioral interest like negotiations, avoiding conflicts.

17.  These test also known as personality interference.
 These test are designed to measure the dimensions of personality i.e: personality
traits such as interpersonal competence, dominance, submission, extraversions,
introversions, self- confidence, ability to lead and ambition.
 Personality test as ( Myer Briggs test MBIT) or big five model.
 It helps you find out whether any candidates is suitable fits in the organizational
culture.

18.  These test are designed to now the testees tendencies towards favoring or otherwise
to people , situations , actions and a host of such other things.
 Attitudes are known from the responses of the testes respondents because emotional
involved make it difficult to directly observe or measure attitude of the testees.
 Test of social desirability and employee morals are the well known examples of
attitude tests.