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  1. 1.  Selection is the process of picking individuals (out of pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.  In other words selection is a process of matching the qualifications of applicants with the job requirements  Selection is the process of choosing the best out of those recruited  Selection divides the applicants in two categories as suitable and unsuitable candidates SELECTION Er.Sartaj Singh Bajwa
  2. 2. Selection Procedure • Preliminary interview (initial screening to weed out totally undesirable candidates) • Application bank Application form includes the following things : - Personal information - Physical characteristics - Family background - Education - Experience - Reference • Selection test ( basis for comparison ) Er.Sartaj Singh Bajwa
  3. 3. Contd. • Employment Interview • Reference checks ( so that to have frank opinion about the candidate ) • Final selection • Medical examination includes : - Physical fitness of the individual - Reveals existing disabilities - Prevents the employment of people suffering from contagious diseases Er.Sartaj Singh Bajwa
  4. 4. Er.Sartaj Singh Bajwa
  5. 5. Tests In Job Selection Tests are of the following types : 1-Aptitude Test are the tests in which the attention is paid on reasoning , learning - Mental or Intelligence tests(to measure the IQ of individual) - Movement test(to measure the learning capacity for the mechanical work like for mechanics and maintenance workers) - Interest Test (well designed questionnaires are used to asses the likes and dislikes of the individuals ) - Personality Test are the tests which discover about the self confidence , ambition , decisiveness , patience , judgment,emotional reactionEr.Sartaj Singh Bajwa
  6. 6. CONTD. 2-Achievement or Proficiency Test are those which determine the skill or knowledge already acquired through training and job experience .It is of two types : - Achievement test (used to judge proficiency in typing & in adding , calculating) , used for selecting typist , office workers - Dexterity Test are designed to find out the hand eye coordination (candidates are given some piece of work like packaging to be done in given time period) Er.Sartaj Singh Bajwa
  7. 7. Interview • Interview is defined as a face to face information between two persons for a particular purpose • Objectives of conducting the interview : 1 – To verify the information obtained earlier 2 – To judge the candidate`s qualifications & characteristics so as to decide to select or reject 3 – To give the candidate essential facts about the job and the company to enable him to decide about the company 4 – Interview helps to judge about the physical , mental , social make up of the candidate Er.Sartaj Singh Bajwa
  8. 8. Types Of Interview • Informal interview may take place anywhere as it is not planned and is used when the staff is required urgently • Formal interview is preplanned in advance (venue , time , panel of interviewers )and is held in an formal atmosphere • Structured interview is fully planned to a high degree of accuracy and precision. It is based on the assumption that every small detail should be worked out in advance In this the time allowed to each candidate is fixed and the questions to be asked are predecided Also known as directed or guided interview and also these types of interviews help to minimize personal biasness Er.Sartaj Singh Bajwa
  9. 9. CONTD. • Free interview (structured interview )are those in which the candidate is allowed to speak his mind freely This interview is more flexible and the candidate is more likely to reveal himself • Action interview are those where the candidate is asked in detail in his area of special interest to know about his thinking about the job , salary , avenue for promotion • Group interview are those in which the groups are interviewed rather than individuals • Panel or Board interview is that in which there is a group of interviewers who ask questions on a random basis • Stress interview is to see how a candidate behaves under difficult situations Er.Sartaj Singh Bajwa
  10. 10. Errors in Interviewing • Halo error is that in which one trait of the personality dominates the judgement of the interviewer • Projection occurs when the interviewer expects his own skills in others • In Stereotyping the interviewer may form a mental association between a particular trait , cultural background ( he may like a person who comes from a background of his choice ) • Leniency depends upon the people who rate the interviewer as lenient or strictEr.Sartaj Singh Bajwa