The document discusses the process of employee selection which involves multiple steps: 1. Application forms are used to collect candidate information and reject those who are not qualified. 2. Interviews allow candidates and the organization to learn about each other. Tests are also used to evaluate skills. 3. Reference and background checks provide more information about a candidate's qualifications, experience, and past work. 4. Physical exams ensure candidates can fulfill job requirements and qualify for insurance programs. 5. The final decision is made after extensive consultation, focusing on the candidate's ability to perform the job.

2.  Selection is a process of Choosing the best personnel from a pool
of applicants who offers themselves for the greatest performance
potential.
 Selection starts from the point where the Recruitment ends.
Recruitment is a process of attracting the competent aspirant
where as Selection is a process of Rejection for opting the best
among the available resources for would be personnel.

3. The positive outcomes:-
1. Selecting the right candidate
2. Rejecting the unsuitable candidate
The negative outcomes:-
1. Selecting the unsuitable candidate
2. Rejecting the right candidate.
Selected candidates are sent to next hurdle to compete

4.  ORGANIZATIONAL OBJECTIVE
 JOB DESIGN and JOB DESCRIPTION
 JOB SPECIFICATION
 COMPETENCY MODELLING
RECRUITMENT POLICY
 SELECTION

5. STEPS
IN
SELECTION PROCESS
Rejection
by the
candidate
Acceptance by the candidate
Resume Reviews
Initial Screening Interview
Analysis of the application blank
Conducting tests & performance evaluation
Preliminary Interview
Core & Departmental Interview
Reference Checks
Job Offers
Medical Examination
Placement
Offer to next
Suitable
Candidate

6. The application form consists of following blocks for fetching the information.
• Personal information
• Educational Qualifications
• Work Experience
• Salary
• Personality Items
• Reference checks

7.  It can be evaluated by two methods
1. Clinical Method:- Information furnished by the
applicant is analyzed & inference are made about the
applicant’s personality.
1. Weighted Method:- It is a statistical technique where
certain points are assigned for each item in the application
form & gradations are made on the basis of the same.

8.  IntelligenceTests:- To check the (IQ) intelligence as general mental ability .like:- reasoning,
judgment, memory, the power of thought & creativity
 AptitudeTests:- These tests are to check the ability to learn the required official proficiency.
 AchievementTests:- This test is to check the experience & track record performance.
 Situational Tests:- Basically used for middle or upper level candidates in mgt .The
candidates are exposed to “in-basket exercise” i.e. Stimulated to official mgt situations or
G.D. with some situations & checking the responses as a managerial & administrative
capabilities in decisions making
 Interest Tests:-if a candidate is interested in a range he may not be interested in mechanical or
production jobs.
 Personality Tests:- Despite having knowledge base & skill sets the man is unable to perform
because of his weak personality characteristics. The personality traits like self confidence, tact ,
optimism, decisiveness, conformity, objectivity, judgment power, dominance or docility,,
impulsiveness or stability etc are important to check.
 Polygraph tests:- The test is to check the validity & truthfulness of the candidate’s
answer by monitoring physical changes in his body as replying a series of questions. Mostly
used in defense & high profile security jobs.
 Graphology:- This test is for examining the candidate about his honesty, emotional
stability, loyalty etc. on the basis of analyzing the handwriting of the candidate.

9.  Preliminary Interview
 Selection Interview
 Formal and Structured Interview
 Unstructured Interview
 Stress Interview
 Group Interview Method
 Panel Interview
 In-Depth Interview
 Decision-Making Interview

10.  Preparation
 Setting
 Conduct of interview
 Closing an Interview
 Evaluation
 ReferenceChecks
 Medical Examination
 Placement

11. Do’s & Don'ts of interview
Prepare for the interview Make the candidate feel stressed
Ask open ended questions Never ask personal questions
Allow the candidate to talk & gather
complete & relevant information
Never interrupt the candidate frequently &
gather inadequate information
More question should be asked, providing
the candidate with comfort
Avoid asking personal questions which
disturbs the candidates.
Note of the relevant points can be
prepared during the interview for accurate
assessment
Never get too engaged in the interview
Etc.

12.  Completion of a formal application form.
 Interviewing.
 Testing.
 Reference checks.
 Physical examination.
 Final analysis and decision to hire or reject

14.  Step 1—application forms
 Declares individual to be a job candidate.
 Documents applicant’s personal history and
qualifications.
 Personal résumés may be included.
 Applicants lacking appropriate credentials are
rejected at this step.

15. Step 2—interviews
 Exchange of information between job candidate
and key members of the organization.
 Opportunity for job candidate and organizational
members to learn more about each other.

16.  Criteria for selection devices:
 Reliability
▪ The selection device is consistent in measurement.
 Validity
▪ There is a demonstrable relationship between a person’s
score or rating on a selection device and his/her eventual
job performance.

17.  Behaviorally-oriented employment tests:
 Assessment center
▪ Evaluates a person’s performance in simulated work
situations.
 Work sampling
▪ Evaluates a person’s performance on actual job tasks.

18. Step 4 — reference and background checks
 Inquiries to previous employers, academic
advisors, coworkers and/or acquaintances
regarding applicant’s:
▪ Qualifications.
▪ Experience.
▪ Past work records.
 Can better inform potential employer.
 Can enhance candidate’s credibility.

19. Step 5 — physical examinations
 Ensure applicant’s physical capability to fulfill job
requirements.
 Basis for enrolling applicant in life, health, and
disability insurance programs.
 Drug testing is done at this step.

20.  Step 6 — final decision to hire or reject
 Best selection decisions will involve extensive
consultation among multiple parties.
 Selection decision should focus on all aspects of
the candidate’s capacity to perform the
designated job.

21. Socialization
 Process of influencing the expectations, behavior,
and attitudes of a new employee in a way
considered desirable by the organization.
Orientation
 Set of activities designed to familiarize new
employees with their jobs, coworkers, and key
aspects of the organization.

22. • Induction is the process that introduces an
employee to the organization
• It is usually the responsibility of the HR
department to conduct induction process

23.  Immediate supervisor might introduce the following
steps:
• Welcomes the newcomer
• Explains the overall objectives of the company and his
role
• Shows the location or place of work
• Hands over the rule book or job descriptions
• Provides details about training and promotional
advancements
• Discusses working conditions

24.  Topics that are usually covered are:
 Organizational issues:
• History of that company
• Layout and physical facilities
• Products/services offered
• Overview of the company procedures
• Disciplinary procedures
• Probationary period

25. • Pay scales
• Vacations, holidays
• Schedules
• Counseling
• Other benefits
• Training opportunities