Human resource refers to the quantitative and qualitative assessment of human beings within an organization, including their skills, knowledge, abilities, and more. The recruitment process involves 9 key steps: preliminary interviews to screen applicants, selection tests to assess abilities, employment interviews, reference and background checks, making a selection decision, physical examinations, a job offer, establishing an employment contract, and evaluating the effectiveness of the selection program. The goal is to procure and recruit the most efficient and capable employees in order to determine the success or failure of the organization.

1. Presented by:
Wajeeha Ijaz
Amna Bashir
Umber Fatima
Sajid Tanveer

2. “The Company is known by the people and its employees.”
Human Resource is the combination of quantitative and
qualitative assessment of human beings in the society. It does
not mean only the number of people working in the
organization; but it is the aggregate of employees, employee
skills, knowledge, ability, talents, aptitude, and creativity. The
success and failure of an organization depends to an extent as to
how much efficient, experienced, and capable employees are
procured and recruited.

3. Meaning and Definition:
The Process of generating a pool of qualified
candidates for a particular job.

4. 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

5. 1. Preliminary Interview:
The purpose of this interview is to
scrutinize the applicants, i.e. elimination of
unqualified applications.
2. 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.

6. SELECTION METHODS Cont . . .
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as
personality traits.
TESTING
TESTING TYPES
Cognitive
Ability
Test
Integrity
Test
Personality
Test
Drug Test
Physical
Ability
Test
Work
Sample
Testing

7. It measures the learning,
understanding, and ability
to solve problems. e.g.
Intelligence Tests.
1. Cognitive Ability
Testing
It measures the patterns of
thought, emotion, and
behavior.
3. Personality Testing
It assesses muscular
strength, cardiovascular
endurance, and
coordination.
2. Physical Ability
Testing
SELECTION METHODS Cont . . .
TESTING
TYPES

8. SELECTION METHODS Cont . . .
It is designed to assess
the likelihood that
applicants will be
dishonest or engage in
illegal activity.
4. Integrity Testing
Normally requires
applicants to provide
required sample that is
tested for illegal
substances.
6. Drug Testing
Measures performance on
some element of the job.
5. Work Sample Testing
TESTING
TYPES

9. 3. 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.

10. SELECTION METHODS Cont . . .
Types of
Interviews
2. Unstructured
Interviews
1. Structured
Interviews
Situational
Interview
Behavioral
Interview

11. SELECTION METHODS Cont . . .
SITUATIONAL
INTERVIEW
• In which the
interviewer asks
questions about
what the applicant
would do in a
hypothetical
situation
BEHAVIORAL
INTERVIEW
• In which the
questions focus
on the
applicant’s
behavior in past
situations.
Uses a list of predetermined
questions. All applicants are
asked the same set questions.
There are two types of
structured interviews.
1. Structured
Interviews
Interviews-open ended
questions are used such as
“Tell me about yourself”
2. Unstructured
Interviews
• This allows the interviewer
to pose different sets of
questions to different
applicants.

12. 4. 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. 5. 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.
6. Physical Examinations:
After selection decision and before
the job offer is made, the candidate is required
to undergo a physical fitness test.

14. 7. 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
8. 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. 9 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.