The document discusses the selection process used to choose appropriate candidates for job vacancies. It defines selection and lists its objectives such as reducing costs and turnover. Various selection methods are described - application evaluation, interviews, tests, background checks and medical exams. The accuracy and effectiveness of each method is also assessed. The selection process involves shortlisting applications, conducting interviews, and selecting or rejecting candidates based on the evaluation results. The goal is to choose candidates that are best qualified for the role while maintaining a cost-effective selection process.

1. Department of Marketing Management
Faculty of Management Studies

2. 1. Definitions of Selection
2. The importance of selection
3. Objectives of the selection
4. selection methods
Application Evaluation Or Sifting Application
Interviews
Tests
Back Ground Investigation
Medical Tests
Assessment Center
5. Accuracy of selection methods
6. Selection process

3. “Selection is the process of making the
choice of the most appropriate person
from the pool of applicants required to
fill the relevant job vacancy.”

4. oReduced applicant numbers
oAssess behavior
oLow employee turnover
oThe time dimension
oReduced cost of training and development
oAbsence of personal problems
oProcurement of qualified and skilled employees

5. To establish or maintain & image as a good
employer.
To get the person to the right job.
To perform the selection process as cost
effective as possible.

6. Application Evaluation Or Sifting Application
Interviews
Tests
Back Ground Investigation
Medical Tests
Assessment Center

7. List the applications on a control sheet including
details.
Send a standard acknowledgement letter to each
applicant unless an instant decision can be made to
interview or reject
Compare the applications with the key criteria in the
job specification

8.  Scrutinize the possible again to draw up a
short list for interviews.
Draw up an interviewing program .
Invite candidates to interview, using a
standard letter where large numbers are
involved.
Review the remaining possible and marginal
and decide if any are to be held in reserve.
Send reserves a standard ‘holding’ letter and
send the others a standard rejection letter

9. This is a quick way for check whether applicants are
reached of the minimum requirements
This is easy to compare job candidates’ qualifications and
other requirements
This is good method for assessing legibility of writing,
organizing of information within an application form
Application supplies some picture about the applicants
before the interviewer meets face to face

10. Some time we understood some wrong image about the
applicants
This is a difficult task to prepare a good application form
that asks right questions and evaluates responses
objectively
When we received application, from it we can’t measure or
evaluate some soft skills.
From the application we can’t measure verbal ability, visible
interest, visible health, appearance of applicants, fluency of
a language and etc. can’t be measured.

11.  A very famous method in organization selection
process.
“A conversation with a purpose.”
The steps we should follow when conducting an
interview
 Interviewing arrangements
 Preparation
 Timing
 Planning and structuring interviews
 Select suitable interviewing approach,
conducting and ending.
 Evaluation interview

12. I. Individual interviewing
II.Panels interviewing
III.Boards interviewing
Techniques of interviewing
 Starting and ending
-Start interviews by putting candidates
their ease.
-In the closing stages, candidates should be
given the opportunity to ask questions.
 Asking questions
-Open l closed questions
-Hypothetical questions

13. Provide opportunities for interviewer to ask
probing questions
It gives the interviewer with an opportunity to
evaluate the candidate.
Enable interviewers to describe the job and the
organization
Can fulfill information gap
It can be adopted to various types of employees
A low cost method in selection process

14. Making sound predictions of performance is lack.
Possibility of occurrence of interviewer errors
Ex: Halo effect, personal prejudices
Rely on the skill of the interviewer
It may not be possible to get a real picture of the
candidate due to lack of rapport
Errors may occur with the interviewee
Can lead to biased and subjective judgments by
interviewers.

15. Test is a carefully chosen, systematic c and
standardizes procedure for evolving a sample of
responses from candidates which can be used to
assess one or more of their psychological
characteristics with those of are representative
sample of on operating population.
(smith and Robetson,
1986)

16.  Knowledge test
 Aptitude test
 Practical test
 Proficiency test
 Psychological test

17. • Validity
 Predict validity
 Concurrent validity
 Content validity
 Construct validity
 face validity
• Reliability
• Practicability

18. • Possibility of getting a large amount of
information about candidates with a short time
period.
• Possibility of assessing a large number of
candidates within a short time.
• Possibility to discriminate candidates who have
similar competencies.
• Abilities such as reasoning, problem solving,
conceptualizing etc. can be measured more
accurately.

19. • Not economical for a small number of candidates.
• Some abilities are not possible to examine.
• When facing to the test ,it may be badly effect
candidate’s psychological and motivation
situations.

20. TYPE AIM REFFERANCES
Academic Examine about the situation
and
History of academic.
Principle of the school or
institute.
Teachers of the school
Employment Examine about the history
of the employment.
Employer of the relevant
company
Character Examine about the character
of the person
Responsible person
Principle of the school
Financial Examine about the financial
situation of the applicant
Relevant banks
Financial institute
Background investigation is the method to investigate
about the actual background of the applicant.

21. • Possibility of knowing all information of the
candidate.
• Can assessing honesty of candidates
• Less cost
• It is easy to implement.

22. • It is difficult to persuade a referee to give a
frank opinion.
• It can’t use alone to select a candidate
• Less reliability
• Less accuracy
• It can be got wrong information about
candidates

23. Medical tests are all about an individual’s fitness for
duty.
Assessing whether the applicants are physically fit
for the job or not.

24.  Safeguard the health of current employees of
the organization through the detection of
contagious/communicable diseases.
 Serve the organization to protect against
damages to properties and unnecessary medical
and insurance claims and compensation.
Higher cost of conducting medical test.

25. Is a programmed lasting for one or several days and
using multiple methods of selection and multiple
assessors to determine the suitability of candidates
for particular job vacancies. Focus is on behavior
mainly and results are fed back to candidates , with
comments for improvement.

26.  This testing process allows organizations to
see how you'd react in an environment similar
to the one that you'd be working in.
 Assessment centers are also useful for
screening groups of potential candidates all at
one time.
Major disadvantage is the higher cost
involved.

27. Assessment center
R
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T
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Back ground interviews
Medical tests
Interviews
Employment Test
Application Evaluation

28. *10/MS/004 Ananda M.P.D.S
*10/MS/026 De Silva M.I.U
*10/MS/124 Wijerathana D.M.S
*10/MS/169 Habaragamuwa S.M
*10/MS/211 Madushika M.P.S.W
*10/MS/ 185 Kalubovila R.J
*10/MS/206 Madhuhansi W.H.T
*10/MS/178 Jayasekara K.N.S