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S
E
L
E
C
T
I
O
N
1
Selection
 To select means to choose.
 Selection is the process of picking up individuals
(out of the pool of job applicants) with requisite
qualifications and competence to fill jobs in the
organisation.
 The purpose of selection is to assess the
suitability the candidate for employment in the
organisation.
3
SELECTION
Selection is the process of differentiating between
applicants in order to identify and hire those with a greater
likelihood of success in a job.
-STONE
“Selection is the process in which candidates for employment
are divided into two classes— those who are to be offered
employment and those who are not”.
- DaleYoder
DifferencebetweenRecruitment&
Selection
Basis Recruitment
MEANING It is an activity of establishing
contact between employers &
applicants.
OBJECTIVE It encourages large number of
candidates for a job.
PROCESS It is a simple process.
HURDLES The candidates have not to
cross over many hurdles.
ECONOMY It is an economical method.
APPROACH It is a positive approach.
38
SELECTION
It is a process of picking up
more competent and
suitable employees.
It attempts at rejecting
unsuitable candidates.
It is a complicated process.
Many hurdles have to be
crossed.
It is an expensive method.
It is a negative approach.
Selectionprocess
Environmental factors – Selection is influenced by several factors. More
prominent among them are supply and demand of specific skills in the labor market,
unemployment rate, legal & political consideration etc.
Reception–Employment opportunities must be presented honestly and
clearlyThe applications received from job seekers would be subject to scrutiny so
as to eliminate unqualified applicants, this may be followed by preliminary
interview.
Application Blank- A blank application form is a widely accepted device for
getting information from a prospective applicant. This is a way of getting
written information about candidate's particulars in his own handwriting. It
enables the personnel department to draw tentative inferences about the
applicant's suitability for employment. The information collected in the
application form may also be circulated to various members of selection
committee for enabling them to make a view about different applicants. The
information collected in blank application relates to the following particulars:
Bio-data
Educational Qualifications.
Work Experience
Curricular Activities
References.
Salary Demanded
WEIGHTED APPLICATION BLANKS (WAB)
Some organisations assign numeric values or weights to the
responses provided by the applicants.
This makes the application form more job related. Generally,
the items that have a strong relationship to job performance are
given higher scores.
For example, for a sales representative's position, items such
as previous selling experience, area of specialisation,
commission earned on sales, age, marital status etc. may be
given more weightage as compared to caste, religion, language
etc.
The total score of each applicant is then obtained by adding
the weights of the individual item responses.
The resulting scores are then used in the final selection.
Selection Test – Job seekers who pass the screening and the
preliminary interview are called for tests. Generally, tests are
used to determine the applicant’s ability, aptitude &
personality.
Employment Interview – The next step in the selection
process is employment interview. An interview is conducted
at the beginning and at the end of the selection process.
Reference & Background Analysis – Many employers
request names, addresses and telephone number or
references for the purpose of verifying information
and perhaps, gaining additional background
information on an applicant.
Selection Decision – After obtaining information through
the preceding steps, selection decision – the most
critical of all the steps, must be made.
Physical Examination – After the selection decision and
before the job offer is made, the candidate is required to
undergo a physical fitness test.
Job Offer – The next step in the selection process is job
offer to those applicants who have crossed all the
previous hurdles. Job offer is made through a letter of
appointment.
Contract of Employment – After the job offer have been
made and the candidates accept the offer, certain
documents need to be executed by the employers and
the candidates.
Evaluation of Selection Program – The broad test of the
effectiveness of the selection process is the quality of the
personnel hired. A firm must have competent and
The Three most Common Methods
used for selection are:
1. Testing
2. Gathering
Information
3.
Interviewing
Selection Tests
Intelligence test:
These are mental ability Test.
They measure the candidates learning ability and also the
ability to understand instructions and make judgments
The basic objective of intelligence test
is to pick up employees who are alert and
quick at learning things.
Intelligence test do not may measure any single trait but
rather several abilities such as memory vocabulary
numerical ability Etc
Aptitude test:
These tests measure an individual’s potential to learn
certain skills such as clerical, mechanical
,mathematical Etc
These tests indicate whether or not an individual has the
ability to learn a given job quickly and efficiently.
Aptitude tests do not measure on the job motivation that is
why aptitude test is administered in combination with
other tests
Personality test :
These tests are used to measure basic aspects of
candidates personalities such as motivation, emotional
balance, self-confidence, interpersonal Behavior Etc.
There are three types of personality test
Projective test :
These tests expects the candidates to interpret
problems or situations based on their own motives
attitudes Etc. A picture is presented to the person
taking the test and is then asked to interpret it. The
person supposedly projects into the picture his or
her own attitude motives frustrations and ideas about
life .
Interest test:
These test show the areas of work in which the person is
most interested.
The basic idea behind the use of Interest test is people are
most likely to be successful in jobs they like.
The chief problem is using the interest test for selection
purposes that responses to the questions are not
always sincere
Preference test:
These tests try to compare employee preferences with job
and organizational requirements.
These Test shows how people differ in their preferences
for achievement, meaningfulness etc in their jobs
Achievement test:
These tests measure what the applicant can do on the job
that is whether the candidate actually knows what he
claims to know.
A typing test shows typing proficiency, a shorthand test
measures candidates dictation.
Such tests are also known as work sampling Test.
Simulation test:
Simulation exercise is a test which duplicates many
of the activities and problems employee faces
while at work. Such exercises are commonly used for
hiring managers at various levels in an organization.
Assessment center:
An assessment center is extended work sample.
It uses procedures that incorporate group and individual
exercises.
These exercises are designed to stimulate the type of
work which the candidate will be expected to do.
Their performance in the situation exercises is observed
and evaluated by a team of expert assessors.
The assessors judgment on each exercise are compiled
and combined to have a summary rating for each
candidate being assessed.
Graphology test :
it involves using a trained evaluator to examine the lines
Loop, Strokes, curves etc in a person's handwriting to
assess person's personality and emotional makeup.
Polygraph test:
The polygraph records physical changes in the body
as the candidate answers the series of questions.
It records fluctuations in respiration , blood pressure and
respiration and make the assessment.
Integrity test:
These are designed to measure employees honesty to
predict those who are more likely act in a manner
unacceptable to the organization.
The applicant should take these tests are expected to
several questions in yes or no such as
have you ever told a lie?
Do you carry office stationery back to your home for
occasional use?
2. Information gathering
Common methods for gathering information include
application forms and résumés, biographical data, and
reference checking.
3. Interviews
• The interview is the most frequently used selection
method.
•Interviewing occurs when applicants respond to
questions posed by a manager or some other
organizational representative (interviewer).
•Typical areas in which questions are posed include
education, experience, knowledge of job procedures,
mental ability, personality, communication ability,
social skills.
40
1. Testing
Tests measure knowledge, skill, and ability, as well as other
characteristics, such as personality traits.
BARRIERSOFSELECTION
The main objective of selection is to hire people having
competence and commitment. This objective is often
defeated because of certain barriers. The impediments to
effective selection of people at work can be explained as
under:
 INEFFECTIVE RECRUITMENT
 PERCEPTION
 STEREOTYPING
 GENDER ISSUE
 AGE /RACE ISSUE
CONTINUE…
 HALO EFFECT
 QUOTA
 FAIRNESS
 VALIDITY
 RELIABLITY
 PRESSURE
 NEPOTISM/ FAVORISM
 COST AND TIME
DifferencebetweenRecruitment&
Selection
Basis Recruitment
MEANING It is an activity of establishing
contact between employers &
applicants.
OBJECTIVE It encourages large number of
candidates for a job.
PROCESS It is a simple process.
HURDLES The candidates have not to
cross over many hurdles.
ECONOMY It is an economical method.
APPROACH It is a positive approach.
38
SELECTION
It is a process of picking up
more competent and
suitable employees.
It attempts at rejecting
unsuitable candidates.
It is a complicated process.
Many hurdles have to be
crossed.
It is an expensive method.
It is a negative approach.

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CHAPTER 6_selection - Copy.pptx

  • 2. Selection  To select means to choose.  Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organisation.  The purpose of selection is to assess the suitability the candidate for employment in the organisation. 3
  • 3. SELECTION Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. -STONE “Selection is the process in which candidates for employment are divided into two classes— those who are to be offered employment and those who are not”. - DaleYoder
  • 4. DifferencebetweenRecruitment& Selection Basis Recruitment MEANING It is an activity of establishing contact between employers & applicants. OBJECTIVE It encourages large number of candidates for a job. PROCESS It is a simple process. HURDLES The candidates have not to cross over many hurdles. ECONOMY It is an economical method. APPROACH It is a positive approach. 38 SELECTION It is a process of picking up more competent and suitable employees. It attempts at rejecting unsuitable candidates. It is a complicated process. Many hurdles have to be crossed. It is an expensive method. It is a negative approach.
  • 6. Environmental factors – Selection is influenced by several factors. More prominent among them are supply and demand of specific skills in the labor market, unemployment rate, legal & political consideration etc. Reception–Employment opportunities must be presented honestly and clearlyThe applications received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants, this may be followed by preliminary interview. Application Blank- A blank application form is a widely accepted device for getting information from a prospective applicant. This is a way of getting written information about candidate's particulars in his own handwriting. It enables the personnel department to draw tentative inferences about the applicant's suitability for employment. The information collected in the application form may also be circulated to various members of selection committee for enabling them to make a view about different applicants. The information collected in blank application relates to the following particulars: Bio-data Educational Qualifications. Work Experience Curricular Activities References. Salary Demanded
  • 7. WEIGHTED APPLICATION BLANKS (WAB) Some organisations assign numeric values or weights to the responses provided by the applicants. This makes the application form more job related. Generally, the items that have a strong relationship to job performance are given higher scores. For example, for a sales representative's position, items such as previous selling experience, area of specialisation, commission earned on sales, age, marital status etc. may be given more weightage as compared to caste, religion, language etc. The total score of each applicant is then obtained by adding the weights of the individual item responses. The resulting scores are then used in the final selection.
  • 8. Selection Test – Job seekers who pass the screening and the preliminary interview are called for tests. Generally, tests are used to determine the applicant’s ability, aptitude & personality. Employment Interview – The next step in the selection process is employment interview. An interview is conducted at the beginning and at the end of the selection process. Reference & Background Analysis – Many employers request names, addresses and telephone number or references for the purpose of verifying information and perhaps, gaining additional background information on an applicant. Selection Decision – After obtaining information through the preceding steps, selection decision – the most critical of all the steps, must be made. Physical Examination – After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.
  • 9. Job Offer – The next step in the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointment. Contract of Employment – After the job offer have been made and the candidates accept the offer, certain documents need to be executed by the employers and the candidates. Evaluation of Selection Program – The broad test of the effectiveness of the selection process is the quality of the personnel hired. A firm must have competent and
  • 10. The Three most Common Methods used for selection are: 1. Testing 2. Gathering Information 3. Interviewing
  • 11. Selection Tests Intelligence test: These are mental ability Test. They measure the candidates learning ability and also the ability to understand instructions and make judgments The basic objective of intelligence test is to pick up employees who are alert and quick at learning things. Intelligence test do not may measure any single trait but rather several abilities such as memory vocabulary numerical ability Etc
  • 12. Aptitude test: These tests measure an individual’s potential to learn certain skills such as clerical, mechanical ,mathematical Etc These tests indicate whether or not an individual has the ability to learn a given job quickly and efficiently. Aptitude tests do not measure on the job motivation that is why aptitude test is administered in combination with other tests
  • 13. Personality test : These tests are used to measure basic aspects of candidates personalities such as motivation, emotional balance, self-confidence, interpersonal Behavior Etc. There are three types of personality test Projective test : These tests expects the candidates to interpret problems or situations based on their own motives attitudes Etc. A picture is presented to the person taking the test and is then asked to interpret it. The person supposedly projects into the picture his or her own attitude motives frustrations and ideas about life .
  • 14. Interest test: These test show the areas of work in which the person is most interested. The basic idea behind the use of Interest test is people are most likely to be successful in jobs they like. The chief problem is using the interest test for selection purposes that responses to the questions are not always sincere Preference test: These tests try to compare employee preferences with job and organizational requirements. These Test shows how people differ in their preferences for achievement, meaningfulness etc in their jobs
  • 15. Achievement test: These tests measure what the applicant can do on the job that is whether the candidate actually knows what he claims to know. A typing test shows typing proficiency, a shorthand test measures candidates dictation. Such tests are also known as work sampling Test. Simulation test: Simulation exercise is a test which duplicates many of the activities and problems employee faces while at work. Such exercises are commonly used for hiring managers at various levels in an organization.
  • 16. Assessment center: An assessment center is extended work sample. It uses procedures that incorporate group and individual exercises. These exercises are designed to stimulate the type of work which the candidate will be expected to do. Their performance in the situation exercises is observed and evaluated by a team of expert assessors. The assessors judgment on each exercise are compiled and combined to have a summary rating for each candidate being assessed.
  • 17. Graphology test : it involves using a trained evaluator to examine the lines Loop, Strokes, curves etc in a person's handwriting to assess person's personality and emotional makeup. Polygraph test: The polygraph records physical changes in the body as the candidate answers the series of questions. It records fluctuations in respiration , blood pressure and respiration and make the assessment.
  • 18. Integrity test: These are designed to measure employees honesty to predict those who are more likely act in a manner unacceptable to the organization. The applicant should take these tests are expected to several questions in yes or no such as have you ever told a lie? Do you carry office stationery back to your home for occasional use?
  • 19. 2. Information gathering Common methods for gathering information include application forms and résumés, biographical data, and reference checking.
  • 20.
  • 21. 3. Interviews • The interview is the most frequently used selection method. •Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative (interviewer). •Typical areas in which questions are posed include education, experience, knowledge of job procedures, mental ability, personality, communication ability, social skills.
  • 22.
  • 23.
  • 24. 40
  • 25. 1. Testing Tests measure knowledge, skill, and ability, as well as other characteristics, such as personality traits.
  • 26.
  • 27.
  • 28. BARRIERSOFSELECTION The main objective of selection is to hire people having competence and commitment. This objective is often defeated because of certain barriers. The impediments to effective selection of people at work can be explained as under:  INEFFECTIVE RECRUITMENT  PERCEPTION  STEREOTYPING  GENDER ISSUE  AGE /RACE ISSUE
  • 29. CONTINUE…  HALO EFFECT  QUOTA  FAIRNESS  VALIDITY  RELIABLITY  PRESSURE  NEPOTISM/ FAVORISM  COST AND TIME
  • 30. DifferencebetweenRecruitment& Selection Basis Recruitment MEANING It is an activity of establishing contact between employers & applicants. OBJECTIVE It encourages large number of candidates for a job. PROCESS It is a simple process. HURDLES The candidates have not to cross over many hurdles. ECONOMY It is an economical method. APPROACH It is a positive approach. 38 SELECTION It is a process of picking up more competent and suitable employees. It attempts at rejecting unsuitable candidates. It is a complicated process. Many hurdles have to be crossed. It is an expensive method. It is a negative approach.