The document discusses the selection process used by HR departments to hire new employees. It describes the key steps as preliminary interviews, selection tests to assess abilities, aptitudes and personality, employment interviews either one-on-one or with a panel, reference and background checks, making a final selection decision, requiring potential new hires to pass a physical examination, extending a formal job offer letter, having the new hire sign an employment contract, and finally evaluating the effectiveness of the overall selection program. The document also provides details on different types of interviews and selection tests used at each stage of the process.

1. Selection ProceSSSelection ProceSS
Kunal UpadhyayKunal Upadhyay
Happiness is not something readymade. It comes from your
own actions. –Dalai Lama

2. Meaning
• Selection has been regarded as the most
important function of HR department. It
ensures the organization that; it has right
number, right kind of people at the right place
and at the right time.
• “It is the process of differentiating between
applicants in order to identify (and hire) those
with the greater likelihood of success in a job”

3. Selection ProcessSelection Process
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Checks
5. Selection Decision
6. Physical Examinations
7. Job Offer
8. Contract Of Employment
9. Evaluation of Selection program

4. Cont…
• Preliminary Interview:
– The purpose of this interview is to analyze the
applicants, i.e. elimination of unqualified
applications
• Selection Tests:
– Different types of selection tests may be
administrated, depending on the job and the
company. Generally tests are used to determine
the applicant’s ability, aptitude, and personality.

5. Cont…
• Ability Test
– Assist in determining how well an individual can perform
tasks related to the job
• Aptitude Test
– Helps determine a person’s potential to learn in a given
area
• Personality Test
– To measure a prospective employee’s motivation to
function in a particular working environment
• Interest Test
– To measure an individual’s activity preference. These test
particularly useful for students considering man careers

6. Cont…
• Graphology
– Test that seeks to predict success or failure through
one’s Handwriting. Its vastly used in the U.S
• Polygraph Test
– Are designed to ensure accuracy of the information
given in the application. Banks, treasury office and
jewelers shops
• Medical Test
– make known physical fitness of a candidate

7. Cont…
• Choosing Test
– Test must be chosen based on the criteria of reliability,
validity, objectivity and standardization
• Reliability
– Refers to standardization of the procedure of administrate
ring and scoring the test results
• Validity
– Test which helps predict whether a person will be
successful In given job
• Objectivity
– When two or more person can understand the result of
same test and derive the same conclusion
• Standardized
– Standard condition to a large group of person who are
representatives of the individual for whom it is intended

8. Cont…
• Employment Interview:
– The next step in the selection process is
employment interview, an interview is conducted
at the beginning, and at the selection process of
the employment interview can be one- to-one
interview or panel interview.

9. Types ofTypes of
Employment InterviewEmployment Interview
One to one Interview
Sequential Interview
Panel Interview

10. Cont…
Types Type of Questions Usual Applications
StructuredStructured A predetermined checklist
of questions asked of all
applicants
Useful for valid results,
especially when dealing
with large num.
applicants
UnstructuredUnstructured Few, planned questions,
made up during the
interview
Useful when the
interviewer tried to
analyze personal detail
MixedMixed A combinations of
structured and
unstructured questions,
that usually done in
practice
A realistic approach
that yields comparable
ans. Plus in depth
insights

11. cont…
Types Type of Questions Usual Applications
BehavioralBehavioral Question limited to
hypothetical situations,
evaluation is base on the
solution and approach of
the applicant
Useful to understand
applicant’s reasoning
and analytical abilities
under self-effacing
StressfulStressful A series of harsh, rapid fire
questions intend to upset
the applicants
Useful for stressful job,
such as handling the
complaints

12. Cont…
• Reference and Background Checks:
– Many employers request names, address,
telephone numbers or references for the purpose
to verify information and gaining additional
background information of an applicant.

13. Cont…
• Selection Decision:
– Selection decision is the most critical of all steps in
selection process. The final decision has to be made
from the pool of individuals who pass the tests,
interviews and references checks.
• Physical Examinations:
– After selection decision and before the job offer is
made, the candidate is required to undergo a physical
fitness test. A job offer is often; contingent upon the
candidate being declared fit after the physical
examinations.

14. Cont…
• Job Offer:
– The next step in selection process is job offer. Job
offer is made through a letter of appointment.
Such a letter generally contains a date by which
the appointee must report on duty
• Contract Of Employment:
– Basic information is written in Contract of
employment that varies according to the levels of
job. After the offer and acceptance of the job
certain document is the attestation form.

15. Cont…
• Evaluation of Selection program:
– The broad test of effectiveness of the selection
process is a systematic evaluation .a periodic audit
is conducted in the HR department that outlines
and highlights the areas which need to be
evaluated in the selection process

16. Guidelines to Interviewers

17. Do’s Don'ts
Plan for the interview Start the interview unprepared
Establish an easy and informal
relationship
force too quickly into demanding
questions
Encourage the candidate to talk Ask leading questions
Cover the ground as planned Jump to conclusion on insufficient
evidences
Probe where necessary Pay too much attention to isolated
strengths or weaknesses
Analyses career and interests to
reveal SW, patterns of behaviors
Allow the candidate to gloss over
important facts
Maintain control over direction and
time taken for the interview
Talks too much

19. Orientations
• Orientation is a systematic and planned
introduction of employees to their jobs, co
workers and organization, also called
induction

20. Purpose of Orientation
• Idea to make new employees feel ‘at home’
• How well they will perform the job
• Compare them with more experience
employees
• Imagination to realistic

21. Strategies for OrientationStrategies for Orientation