This document discusses the selection process for hiring employees. It begins by outlining the key points that will be covered, including the concept and methods of selection, application forms, selection tests, and interviews. It then provides details on each step of the selection process, from initial application to job offer and placement. Various selection methods like application forms, tests, and interviews are explained. Common types of tests for measuring intelligence, aptitude, interests and personality are defined. The document concludes by giving examples of selection procedures used by different companies.

1. SELECTION
Points to be discussed in the Lecture Sessions.
 Concept and process of Selection.
The methods of Selection.
Application Forms.
Selection Tests.
Interviews.
The Interview Process.
Placement.

2. From RECRUITMENT to
SELECTION
Specific
Request of
Managers
JOB
Job
analysis
information
OPENING
IDENTIFIED
Manager’s
comments
SATISFACTORY
JOB
REQUIREMENTS
Human
Resource
Planning
RECRUITS
METHODS OF
RECRUITMENT
MAKE
FORMAL
APPLICATION
Selection

3. SELECTION is the process of choosing the right candidate for the right
job from the pool of applicants who have applied for the vacancy.
……It is the process of ascertaining the qualifications , experience,
skill, knowledge, etc of an applicant with the purpose of determining
his suitability for a job.
Principles: Selection is based on two principles: Individual difference and
Prediction
….Selection as a two way process:
…..Selection criteria: Organizational criteria, Functional criteria,
Individual job criteria.

4. STEPS IN THE SELECTION PROCESS.
Resumes/CVs Review.
Initial Screening Interview.
Analyze the Application Blank.
Conducting Tests and Evaluating Performance.
Preliminary Interview.
Core and Departmental Interviews.
Reference Checks.
Job Offer.
Rejection by the
candidate.
Acceptance by the candidate.
Medical Examination.
Placement
Offer to the
Next suitable
Candidate.

5.  Application Form:
……….It is formal record of individual appeal or intention for
employment.
………..Items in the application form are : Personal profile, Educational
Qualification, Work experience, Salary, Personality items,
Reference
checks.
……..Methods for evaluating the information: Clinical Method and
Weighted Method.
 Selection Tests:
……… Testing is the process of measuring the aptitude of the
candidate in the job
………Types of Tests: Intelligence tests, Aptitude tests, Achievement
tests, Situational tests, Interest tests, Personality tests, Polygraph
tests, graphology.

6. Types of Tests
What do they measure??
I
Intelligence Tests
measures the general mental ability of
individuals in intelligent behaviours.
Q test , Wechsler
Bellevue Intelligence
scale.
Aptitude Tests
Measure individual’s ability to learn a
Psychomotor,
given job , when given adequate training.
clerical Aptitude.
Measure the job related proficiency and
Work Sample test,
knowledge of the applicants.
Experiential test,
Job Knowledge
test.
Achievement Tests.
Situational Tests.
Interests test
Personality Tests.
To test the applicant’s likely responses
to real life business situations.
Group discussion,
Simulated business
games, In basket
exercises.
Understand the degree of interests a
candidate has in a job.
Assess an individual’s value system,
emotions, maturity and other personal
characteristics.
Kuder Preference
Record.

7. Polygraph Tests
Graphology
test the validity and truthfulness of
an applicant’s answers by monitoring
the physical changes in his body as
he answer a series of questions.
examining individual’s handwriting
to assess the personality, emotional
Characteristics and honesty.

8.  Selection Interviews.
Types of interviews.
Preliminary
First round interviews that aim to eliminate the
applicants who are obviously unqualified for the job.
Interviews.
Core Interview.
The interaction between the line manager or experts
and the job applicant.
Formal & Structured
Interview.
predetermined and planned interview to
comprehensively discuss the areas .
Unstructured Interview.
No predetermined plan of questions; Open ended
questions.
Stress Interview.
under
Test the applicant’s ability to perform and deliver
stress .
Group Interview
Panel Interview.
group of applicants interviewed by a panel of
interviewers.
Departmental representatives interview the
candidates.
Decision Making Interview. Informal discussion where the applicant’s interests
in the job and the organization , his reaction

9. Preparation : objectives, relevant
questions, mode of evaluation,
time .
Setting:
Conduct of Interview: Open
ended questions, attentively listen, take
notes and mark relevant points.
Closing an Interview:
Evaluation.

10. SELECTION PRACTICES IN COMPANIES
Selection Procedure at L& T
Selection Procedure at HLL.
Advertisement for vacancy
Completion of the
Application Form
Evaluation of applications.
Panel interview.
The preliminary interview
The final Board Procedure.
Tests
Final selection.
Selection at ACC Ltd.
Local Recruitment for
lower level employees.
Central recruitment
committee and a
personnel Department
Interviews.

11. R
H
T
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