The document discusses the selection process for hiring employees. It describes selection as dividing applicants into suitable and unsuitable candidates based on matching their qualifications to job requirements. The key steps of the selection process include preliminary interviews, application forms, selection tests, employment interviews, reference checks, and medical examinations. Selection tests evaluate aptitude, skills, knowledge, personality, and other traits. Interviews allow verification of information and evaluation of a candidate's qualifications and characteristics. Different types of interviews, like structured and stress interviews, are discussed. Common errors in interviewing like halo effects and stereotyping are also outlined.

1.  Selection is the process of picking individuals (out of
pool of job applicants) with requisite qualifications and
competence to fill jobs in the organization.
 In other words selection is a process of matching the
qualifications of applicants with the job requirements
 Selection is the process of choosing the best out of
those recruited
 Selection divides the applicants in two categories as
suitable and unsuitable candidates
SELECTION
Er.Sartaj Singh Bajwa

2. Selection Procedure
• Preliminary interview (initial screening to weed out
totally undesirable candidates)
• Application bank
Application form includes the following things :
- Personal information
- Physical characteristics
- Family background
- Education
- Experience
- Reference
• Selection test ( basis for comparison )
Er.Sartaj Singh Bajwa

3. Contd.
• Employment Interview
• Reference checks ( so that to have frank opinion
about the candidate )
• Final selection
• Medical examination includes :
- Physical fitness of the individual
- Reveals existing disabilities
- Prevents the employment of people suffering from
contagious diseases
Er.Sartaj Singh Bajwa

4. Er.Sartaj Singh Bajwa

5. Tests In Job Selection
Tests are of the following types :
1-Aptitude Test are the tests in which the attention is paid on
reasoning , learning
- Mental or Intelligence tests(to measure the IQ of
individual)
- Movement test(to measure the learning capacity for the
mechanical work like for mechanics and maintenance
workers)
- Interest Test (well designed questionnaires are used to
asses the likes and dislikes of the individuals )
- Personality Test are the tests which discover about the
self confidence , ambition , decisiveness , patience ,
judgment,emotional reactionEr.Sartaj Singh Bajwa

6. CONTD.
2-Achievement or Proficiency Test are those which
determine the skill or knowledge already acquired
through training and job experience .It is of two types :
- Achievement test (used to judge proficiency in typing &
in adding , calculating) , used for selecting typist , office
workers
- Dexterity Test are designed to find out the hand eye
coordination (candidates are given some piece of work
like packaging to be done in given time period)
Er.Sartaj Singh Bajwa

7. Interview
• Interview is defined as a face to face information between
two persons for a particular purpose
• Objectives of conducting the interview :
1 – To verify the information obtained earlier
2 – To judge the candidate`s qualifications & characteristics
so as to decide to select or reject
3 – To give the candidate essential facts about the job and
the company to enable him to decide about the company
4 – Interview helps to judge about the physical , mental ,
social make up of the candidate
Er.Sartaj Singh Bajwa

8. Types Of Interview
• Informal interview may take place anywhere as it is not
planned and is used when the staff is required urgently
• Formal interview is preplanned in advance (venue , time ,
panel of interviewers )and is held in an formal atmosphere
• Structured interview is fully planned to a high degree of
accuracy and precision. It is based on the assumption that
every small detail should be worked out in advance
In this the time allowed to each candidate is fixed and the
questions to be asked are predecided
Also known as directed or guided interview and also these
types of interviews help to minimize personal biasness
Er.Sartaj Singh Bajwa

9. CONTD.
• Free interview (structured interview )are those in which
the candidate is allowed to speak his mind freely
This interview is more flexible and the candidate is more
likely to reveal himself
• Action interview are those where the candidate is asked in
detail in his area of special interest to know about his
thinking about the job , salary , avenue for promotion
• Group interview are those in which the groups are
interviewed rather than individuals
• Panel or Board interview is that in which there is a group
of interviewers who ask questions on a random basis
• Stress interview is to see how a candidate behaves under
difficult situations
Er.Sartaj Singh Bajwa

10. Errors in Interviewing
• Halo error is that in which one trait of the
personality dominates the judgement of the
interviewer
• Projection occurs when the interviewer expects his
own skills in others
• In Stereotyping the interviewer may form a mental
association between a particular trait , cultural
background ( he may like a person who comes from
a background of his choice )
• Leniency depends upon the people who rate the
interviewer as lenient or strictEr.Sartaj Singh Bajwa