Presentation about Selection Process of the HRM

1. Welcome to Our Presentation!

2. Employee Selection

3. Name ID
Hossain Anirban Momin 2104210110218
Nizum Shajrin 2104210110220
Shaharia Akter 2104210110252
Chowdhury Tazruba Iqbal 2104210110209
Meraz Mahmood 2104210110219
Group Members

4. Selection is the process of choosing
employees to fill specific jobs within an
organization. This process typically
includes reviewing applications or
resumes, interviewing candidates, and
making a final decision.
What is Selection?

5. Importance of Employee Selection

6. Importance of Employee Selection
Performance Costs Legal Obligation
• To achieve organizational goals
• Organization’s performance
depends on Employee’s
performance
• To reduce selection costs
• Better selection means the cost
will be minimum
• To avoid Discrimination
• To avoid “Negligent Hiring”

7. Basic Testing Concepts

8. Basic Testing Concepts
Reliability Validity
• Test-Retest Reliability
• Equivalent or Estimate
• Internal Comparison
• Content Validity
• Construct Validity
• Criterion-Related Validity

9. Selection Process
The selection process refers to
the process of selecting the
best candidate for a vacant
position in a company

10. Initial Screening
Interview
Weighted
Application
Form
Employment
Test
Comprehensive
Interview
Background
Investigation
Conditional Job
Offer
Conditional Job
Offer Medical or
Physical Exam
Permanent Job
Offer
Selection Process

11. Initial Screening

12. Initial Screening
Screening Inquiries Screening Interviews
After successful recruitment process, a
number of applicant can be eliminated
from a pool of potential applicants.
Such as- candidates who lack on
skills, education or experience can be
eliminated
Human Resource Mangers can
describe the type of job and condition
in details for the concern of candidates
so that they make a decision
appropriately to apply for the vacant
position.

13. Weighted Application Form

14. Weighted Application Form
Legal Consideration Successful Application
• Remove non-job related items
• Gives the employer right to dismiss
an employee for providing false
information
• Asks for permission to check work
references
• Includes “employment-at-will”
statement
• Information collected from
application forms is highly important
for successful job performance
• Forms must be reviewed and
updated continuously
• Information should be verified by
background investigation

15. Employment Test

16. Tests
Cognitive
Abilities
Motor and
Physical Abilities
Personality and
Interest Test
Achievement
Test
Types of Tests

17. Cognitive Abilities
Intelligence Test Specific Cognitive Abilities
• Tests of General Intellectual
Abilities
• Also Known as IQ Test
• Such as- Memory, Understanding,
Vocabulary, Verbal Fluency
• Measures the Abilities of Specific
Mental Abilities
• Also Called Aptitude Test
• Such as- Inductive & Deductive
Reasoning, Verbal Comprehension,
Memory & Numerical Abilities

18. Motor & Physical Abilities
Test of Motor Abilities Test of Physical Abilities
• Measures the Motor Abilities
• Measures the Speed & Accuracy
• Such as- Speed of Finger, Speed of
Hand Movements, Reaction Time
etc.
• Measures Static Strengths &
Dynamic Strengths
• Measures Body Co-ordination and
Stamina
• Such as- Lifting Weights, Pull-Ups,
Jumping Rope etc.

19. Personality & Interest Test
• Measures the basic aspects of an applicant’s
personality.
• Helps to recognize the personality & attitude of
an applicant
• Such as: emotional stability, extraversion,
agreeableness etc.

20. Achievement Test
• Measures what a person has learned
• It helps to determine the claims of an
individual’s knowledge
• Such as: The claimed knowledge of a
programmer can be tested if he actually knows
that particular knowledge

21. Measuring Work Performance Directly
Work Performance can be directly
measured in 5 ways. These are-
1. Work Samples
2. Situational Judgment Tests
3. Management Assessment Center
4. Video-Based Situational Testing
5. Miniature Job Training & Evaluation

22. Measuring Work Performance Directly
Work Samples: Examinees are presented with situations which represent the job.
Situational Judgment Tests: Helps to analyze the judgment of an applicant regarding a situation encountered
in a work place
Management Assessment Center: A simulation where candidates are asked to perform realistic tasks in
hypothetical situation and are scored on the basis of their performance.
Video-Based Situational Testing: A situational test in which examinees respond to video simulations of
realistic job situation.
Miniature Job Training & Evaluation: Training candidates to perform several of the job’s tasks and then
evaluating their performance prior to hire.

23. Comprehensive Interview

24. Selection Interview Characteristics
Interview
Structure
Structured
Interview
Unstructured
Interview
Interview
Content
Situational
Interview
Behavioral
Interview
Job-Related
Interview
Stress
Interview
Interview
Administration
Unstructured
Sequential
Interview
Structured
Sequential
Interview
Panel Interview Mass Interview
Basic Types of Interview

25. Interview Structure
Unstructured Interview
Structured Interview
• Known as Non-Directive Interview
• Managers follow no formats
• Questions are instantly created
during the interview
• Known as Directive Interview
• Managers follow formats
• Questions are created before the
interview

26. Interview Content
Situational Interview Behavioral Interview
• Interviewer will ask the candidate
about his behavior in a given
situation
• A series job-related question that
focus on candidate’s behavior in a
given situation
• Interviewer will ask the candidate
about their reaction in a
hypothetical situation
• A series of job-related question that
focus on candidate’s past reaction
to a situation

27. Interview Content
Job-Related Interview Stress Interview
• A series job-related question that
focus on candidate’s relevant past
job-related behavior
• Interviewers ask the candidate
various uncomfortable or rude
questions to measure the stress
tolerance

28. Interview Administration
Unstructured Sequential Interview: Each interviewer asks question independently as they come to
mind.
Structured Sequential Interview : Applicant is interviewed sequentially by several persons, each
rates the applicant in their own form.
Panel Interview: It is also known as board interview. It is conducted by a team of interviewers who
ask question together. Then they combine their own ratings into a final score
Mass Interview: A panel interview several job candidates simultaneously at the same time.

29. Background Investigation

30. Background Investigation
Definition
A background investigation generally
involves determining whether an
applicant may be unqualified for a
position due to a record of criminal
conviction

31. Reasons of Background Investigations
Two main reasons to check
backgrounds-
1. To verify applicant’s information.
2. To uncover false information.

32. Identity
Verification
Education
Verification
Reference
Verification
Police &
Criminal
Records
Drug
Screening
Credit
Checking
Background Investigation Process

33. Medical or Physical Exam

34. Medical or Physical Exam
Asking about candidates’ family medical history, lifestyle and other general
health questions
Checking weight, height, blood temperature and other vital information
Holding a physical examination
Screening for drugs and alcohol
Checking vision and hearing

35. Permanent Job Offer
• Final step of selection
• Job offer are two types:
Verbal Job Offer & Written
Job Offer.
• May include a contract for a
specific position

36. Thank You!