The document discusses the process of employee selection. It is a 7 step process: 1) preliminary selection, 2) screening applications, 3) selection tests, 4) interviews, 5) reference checks, 6) medical tests, 7) job offers. Selection tests evaluate candidate skills and abilities through various tests like aptitude, intelligence, and personality. These tests aid in predicting future job performance and identifying the most qualified candidates. The selection process helps hire employees that are the best fit for the organization.

1. Chapter #6

2. Selection is the process of choosing from the candidates within the organization or from outside,
the most suitable person for the current position or for the future position.
An objective and standards measure of sample behavior.
It’s a selection and process of new employees.
For appraising employee for promotional potentials.
For comparing employee

3. It’s a seven step process:
 Preliminary selection
 Screening of application
 Selection test
 Selection interview
 Checking references
 Medical test
 Offering job offer

4.  First step in selection.
 Initial screening id done. In this step and all the undesirable applicant are excluded
from the list.
 This process pf generally conducted by lower level executives.
 It is a very important step as it shifts out all the unqualified not desirable applicants
and the hr. manager can then concentrate on the other applicant without wasting time

5.  Organization can provide downloadable application from along with the necessary
detail from the official website.
 The form ask for demographics ( basic information about your self).
 Once the form filled application is brought to the screening team.
 In checks the details and calls the candidate for selection test.
 The purpose of this screening to shortlist suitable candidates to call them for next
round.

6.  The purpose of employment tests is to determine whether the candidates have the
necessary skill and abilities that can be appropriately suits to be job requirement.
 There could be different type of test depending on the needs of the job.
 Intelligence job.
 Technical test.
 Aptitude test.
 Psychometric test..

7.  Candidate proving themselves successful through tests are interviewed personally.
 The interviewers may be individual or a panel. It generally involves officers from top
management.
 The candidates are asked several questions about their experience on another job
their family background, their interest etc.
 They are supposed to describe their expectations from the said job.

8.  Generally, at least two references are asked for by the company from the candidate.
 Reference check is type of crosscheck for the information provided by the candidate
through their application form and during interviews.
 Companies try contact these people to better understanding potential of the
candidates and verify the information given you in interview and in your application.

9.  This is an examination to determine an applicant’s physical fitness for essential job
performance.
 Typically, a job offer is contingent on successfully passing this examination.
 Candidate are requested to submit their medical fitness reports from an authorized
doctor on the panel list of the company.
 E.g.. army, navy, air force, police, engineers

10.  Individuals who perform successfully in the preceding steps are now considered
eligible to receive the employment offer.
 Job offer include joining date, salary package , few terms and conditions related to
joining.
 Later on, an appointment letter is issue which is more detailed and comprehensive .
Moreover if confirm your joining as well.

11. Selection test
Ability test
Personality test
Aptitude test
Achievement test
Intelligence test
judgment test
Interest test
Personality test
Attitude test

12.  Its measure the ability and skills of the test taker.
 These tests measure and indicate how well a person would be able to perform after training and
not what he/she has done.
 Aptitude test are used to predict the future ability/performance of a person.
 It can be use in two ways:
 Vocational guidance.
 Vocational selection

13.  achievement test measure a persons potential in a given area.
 In other words, these test measure skills or knowledge already acquired by test taker.
 In early , marks and grade were enough to explain the competence but now industries
conduct their own achievement test.
 Achievement test are also known by the names: proficiency tests, performance test,
occupational or trade test.

14.  A questionnaire or series of exercise designed to measure intelligence.
 There are many type of intelligence test and they may measure learning and/or ability
in a wide variety of areas and skills.
 Scores may be presented as an IQ (intelligence quotient) as a mental age, or a scale.
 The core concept underlying in intelligence test is mental age.
 In certain cases mental age may be differ from physical age
 Intelligence is applied to get bright employees who are quivck at learning , they can
train them faster for any job.

15.  Based on real time problem or puzzle questions.
 The whole idea to test the problem solving skills of any candidates
 Industry is always interested in testing the application level of any candidate.
 E.g. case study solving, decision making puzzles

16.  These test are designed to discover a person’s area of interest, and to identify the
kind of test that will satisfy them.
 The most widely used interest test in kuder reference record.
 It could measure technical interest . The mechanical , computation, artistic. Literary,
musical and clerical interest.
 It could also measure behavioral interest like negotiations, avoiding conflicts.

17.  These test also known as personality interference.
 These test are designed to measure the dimensions of personality i.e: personality
traits such as interpersonal competence, dominance, submission, extraversions,
introversions, self- confidence, ability to lead and ambition.
 Personality test as ( Myer Briggs test MBIT) or big five model.
 It helps you find out whether any candidates is suitable fits in the organizational
culture.

18.  These test are designed to now the testees tendencies towards favoring or otherwise
to people , situations , actions and a host of such other things.
 Attitudes are known from the responses of the testes respondents because emotional
involved make it difficult to directly observe or measure attitude of the testees.
 Test of social desirability and employee morals are the well known examples of
attitude tests.