The selection procedure involves gathering information about applicants starting from preliminary interviews through extending a contract of employment. Selection requires clearly specifying job and employee requirements as well as attracting candidates. It is defined as a process of screening candidates through application of tools to determine if their specifications match the job. The selection procedure establishes authority to select, standards for comparison, and involves steps like interviews, tests, and examinations to make the final selection decision based on factors like profile matching and organizational needs.

2. MEANING & DEFINITION
OF SELECTION
The selection procedure is concerned with securing relevant
information about an applicant. Selection is a long process,
commencing from the preliminary interview of the applicants and
ending with the contract of employment.
Selection procedure cannot be effective until and unless
– Requirements of the job to be filled, have been clearly specified
– Employee specifications have been specified
– Candidates for screening have been attracted.

3. • Definition : “ The hiring process is of one or many ‘go, no-go’
gauges. Candidates are screened by the application of these tools.
Qualified applicants go on to the next hurdle, while the unqualified
are eliminated”- Yoder
• Selection procedure is the system of functions and devices adopted in
a given company to ascertain whether the candidates specification are
matched with the job specifications & requirements or not.

4. Essentials of Selection Procedure
•
Authority to select
•
Standard of personnel with which a prospective employee may be
compared
•
Significant number of employee

5. STEPS IN SELECTION
PROCESS
1.
Reception of applications
2.
Preliminary interview
3.
Application blank
4.
Psychological tests
5.
Interview
6.
Background investigation (reference check)
7.
Final selection by interviewers
8.
Physical examination
9.
Placement

6. FACTORS AFFECTING
SELECTION DECISIONS
• Profile matching
• Organizational need social environment
• Successive hurdles
• Multiple correlation

7. FACTORS AFFECTING
SELECTION DECISIONS
• Profile matching
• Organizational need social environment
• Successive hurdles
• Multiple correlation