Chapter 4- Meaning and Methods of Selection.pptx
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This document discusses the meaning and methods of selection in the hiring process. It defines selection as weeding out unsuitable applicants to find the most qualified candidate for a position. The selection process involves preliminary interviews, tests to assess aptitude, personality and intelligence, employment interviews, reference and background checks, medical examinations, and making a final job offer. The goal of selection is to choose candidates with the required qualifications and skills who are the best fit for the organization. A thorough selection process leads to higher employee performance and satisfaction, which benefits the company.
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- 1. UNIT – IV Chapter - 4 Meaning and Methods of Selection
- 2. SELECTION
- 3. SELECTION Selecting the right candidate Rejecting the wrong candidate Selecting the wrong candidate Rejecting the correct candidate POSITIVE OUTCOME NEGATIVE OUTCOME SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF SELECTION
- 4. Meaning of Selection The Selection is the process of choosing the most suitable candidate for the vacant position in the organization. In other words, selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization. Most often, the selection and recruitment are used interchangeably but however both have different scope. The former is a negative process that rejects as many unqualified applicants as possible so as to hire the right candidate while the latter is a positive process that attracts more and more candidates and stimulates them to apply for the jobs.
- 5. SELECTION PROCESS Preliminary Interview • SelectionTests • Employment Interview • Reference and Background Analysis • Physical Examination • Job Offer • Employment Contract
- 6. PRELIMINARY INTERVIEW This is a very general and basic interview conducted so as to eliminate the candidates who are completely unfit to work in the organisation.This leaves the organisation with a pool of potentially fit employees to fill their vacancies.
- 7. What to check in application 1. Age and gender 2. Marital Status 3. Height and weight 4. Education details 5. Languages 6. Details of previous job 7. Average earnings 8. Reason for quitting previous job 9. Hobbies 10. Salary expectations
- 8. Types of Selection tests AptitudeTest PersonalityTest InterestTest IntelligenceTest
- 9. Selection Methods Assess cognitive ability Evaluate learning agility Test situational judgment Measure employee integrity Test job knowledge Give a test work assignment Organize an assessment center
- 10. EMPLOYMENT INTERVIEW Employment interviews are done to identify a candidate’s skill set and ability to work in an organisation in detail. Purpose of an employment interview is to find out the suitability of the candidate and to give him an idea about the work profile and what is expected of the potential employee.
- 11. Types of interview TheTelephone Interview Video Interview. Group Interviews. Presentation Case study Psychometric tests Individual interview The Panel Interview.
- 12. Importance of the Selection Process Proper selection and placement of employees lead to growth and development of the company. The company can similarly, only be as good as the capabilities of its employees. The hiring of talented and skilled employees results in the swift achievement of company goals.
- 13. REFERENCE ANALYSIS The person who gives the reference of a potential employee is also a very important source of information.The referee can provide info about the person’s capabilities, experience in the previous companies and leadership and managerial skills.The information provided by the referee is meant to kept confidential with the HR department.
- 14. MEDICAL EXAM Medical exams help the employers know if any of the potential candidates are physically and mentally fit to perform their duties in their jobs. A good system of medical checkups ensures that the employee standards of health are higher and there are fewer cases of absenteeism, accidents and employee turnover.
- 15. FINAL SELECTION After the candidate has successfully passed all written tests, interviews and medical examination, the employee is sent or emailed an appointment letter, confirming his selection to the job.The appointment letter contains all the details of the job like working hours, salary, leave allowance etc. Often, employees are hired on a conditional basis where they are hired permanently after the employees are satisfied with their performance.
- 16. Industrial accidents will drastically reduce in numbers when the right technical staff is employed for the right jobs. When people get jobs they are good at, it creates a sense of satisfaction with them and thus their work efficiency and quality improves. People who are satisfied with their jobs often tend to have high morale and motivation to perform better.