This document summarizes the key steps in the selection process for hiring candidates. It outlines the basic selection criteria like experience, education, physical and personality characteristics. It then describes the common selection procedures such as preliminary interviews, application screening, employment tests, interviews, reference checks, physical examinations, and final selection. The goal of the selection process is to identify the most suitable candidate by evaluating them based on qualifications and determining if they are a good fit for the job and organization.

1. Aishwarya V Nair
Roll No. 3
22 A Batch

2. • The process of making a “Hire” or “No Hire” decision
regarding each applicant for a job.
1
• Selection involves a series of steps by which candidates are
screened for choosing the most suitable person for vacant
posts.
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SELECTION

3. BASIC SELECTION CRITERIA
Basic
Selection
Criteria
Experience and Past
Performance
Formal Education
Physical Characteristics
Personality Characteristics

4. SELECTION PROCEDURES
The different selection processes are as follows:-
1. Preliminary Interview
2. Receiving application
3. Screening of applications
4. Employment test
5. Employment interview
6. Physical examination
7. Checking references
8. Final selection

5. PRELIMNARY INTERVIEW
• The selection programs begins with the preliminary interview or
screening. The preliminary interview is generally brief and does the job
of eliminating the totally unsuitable candidates.
• Preliminary interview may take place across the counter in the
organisations employment office.
• It consists of a short exchange of information with respect to
organisation’s interest in hiring and candidate’s enquiry.
• Candidates who pass this screening are usually asked to fill the
application blank available with the employment office of the
organisation.

6. RECEIVING APPLICATION
• In this standard application forms may be drawn up for different jobs and
supplied to the candidates on request.
• Application usually gives a preliminary idea about the candidate to the
interviewer and helps him in formulating questions to have more
information about the candidate.
• The written information about age, qualification, experience etc. may prove
to be greater value to the interviewers. It makes the processing of
applications very easy since there is uniformity of filling the data in the
application form.

11. SCREENING OF APPLICATION
• After receiving the applications, they are screened by the screening
committee and a list is prepared of the candidates to be interviewed.
• The screened applications are then reviewed by the personal manager and
interview letters are dispatched by registered post or under certificate of
post

12. Employment Tests
• Applicants who pass for screening and preliminary interview are called for
employment tests. Different types of tests may be administered depending
on the job and the company.
• Tests are based on the assumption that individuals differ in their job related
traits which can be measured.
• By these tests it reveals that if the candidate scores above the cut off they
are more likely to be successful than those scoring below the cut of points.

13. EMPLOYMENT INTERVIEW
• Interview is the oral examination device conducted for the purpose of
employment. It is the formal in depth conversation which evaluates the
applicants acceptability. Interview could be used to secure more
information about the candidate.
• The main purpose of interview is to put the suitable candidate in a
suitable position and to give the person an accurate picture of the job with
details of terms and conditions and to provide some idea of organisations
policies.
• A proper physical arrangement of the interview is a must as it enhances
the reputation of the organisation in the eyes of candidate.

14. CHECKING REFERENCES
• A referee is potentially an important source of information about a
candidate’s ability and personality if he holds a responsible position in
some organisation or has been an employer or boss of that candidate.
• Candidates past records are being examined from their references and then
decisions are taken, that if they should be employed or not.

15. PHYSICAL EXAMINATION
• The pre-employment physical examination or medical test of the candidate
is the important step in the selection procedure.
• Some organisations either place the examination relatively early in the
selection procedure or they advise the candidates to get themselves
examined by a medical expert so as to avoid disappointment in the end.
• A proper medical examination will ensure high standard of health and
physical fitness of the employees and will reduce the rates of accidents,
employee turnover and absenteeism.

16. FINAL SELECTION AND APPOINTMENT
LETTER
• After a candidate has cleared all the hurdles in selection procedure he is
formally appointed by issuing an appointment letter.
• The candidate are not appointed on permanent basis because it is better to
try them for a few months in job itself. There is a period for this analysis
which is termed as a probation period.
• If during probation period, an employee is found unsuitable then, the
manager may transfer him to do some other job to which he may do justice.

17. BIBLIOGRAPHY
•HUMAN RESOURCE MANAGEMENT By VN Chhabra
•www.information on selection.com
•Recruitment and Selection ppt from slide share.

18. THANK YOU