This document discusses the selection process in human resource management. It defines selection as the process of making hire/no-hire decisions regarding job applicants and dividing candidates into those offered employment and those not. The importance of selection is that it selects suitable candidates, determines abilities, places the right candidate in the right job, generates information about candidates, and saves costs. The key differences between recruitment and selection are that recruitment attracts candidates while selection chooses from among them. The selection process involves screening applications, tests, interviews, medical exams, reference checks, and final hiring decisions.

1. SUBJECT : Human Resource Management
TOPIC : Selection Process
By
A. Raja

2. MEANING AND DEFINITION OF SELECTION
• Selection is the process of making a hire or
no-hire decision regarding each applicant for
a job. -Terrie Nolinske
• Selection is the process by which candidates
for employment are divided into two classes
those who will be offered employment and
those who will not.
-Dale Yoder
• Selection is the process of picking
individuals with requisite qualifications and
competence to fill the job.

3. IMPORTANCE OF SELECTION
 Selects suitable candidate.
 Determines applicant’s capabilities.
 Places right candidate at right job.
 Generates information about candidate.
 Saves cost.

4. DIFFERENCES BETWEEN RECRUITMENT&SELECTION
 NATURE
• It is a positive process
• It is a negative process
 SEQUENCE
• It always precedes selection
• It always succeeds recruitment
 OBJECTIVE
• The basic objective of recruitment is to attract maximum
number of candidates so that more options are available.
• The basic objective of selection is to choose best out of
the available candidates.

5.  PROCESS
• Recruitment adopts the process of creating application
pool as large as possible.
• Selection adopts the process through which more and
more candidates are rejected.
 OUTCOME
• The outcome of recruitment is application pool which
becomes input for selection process
• The outcome of selection process is in the form of
finalizing candidates who will be offered job

6. PROCESS OF SELECTION
It involves six steps. They are
1) Screening of Applicants:
• Prospective employees have to fill up
some sort of application forms or
application blanks.
• These forms have variety of Information
about the applicants.
• Such information is used to screen the
applicants who are found to be qualified
for the consideration of employment.

7. • The information may also be used to keep
permanent records of those persons who
are selected.
• Based on screening of applications only
those candidates are called for further
process of selection who are found to be
meeting the job standards of the
organization.

8. 2. Selection Tests :
• Many organizations hold different kinds of
tests to know more about the candidates or
to reject the candidates who cannot be
called for interview.
• Selection tests normally supplement the
information provided in the applicant forms.
• Such form may contain factual information
about the candidates.
• Such tests provide information about their
aptitude, interests, personality.

9. 3. Selection Interviews :
• Selection tests are normally followed by
personal interview of the candidates.
• Basic idea here is to find out the overall
suitability of candidates for the jobs.
• Provides opportunity to give relevant
information about the organization to the
candidates

10. 4. Medical Examination :
• Medical examination is not conducted for
every job.
• But certain jobs gives equal importance to
medical test also like in Defense jobs and
police jobs etc..
• These type of jobs require stamina , strength
and tolerance of hard work
• Medical examination tells weather the
person is capable for the job physically or
not.

11. •Candidates are medically examined either
by company’s physician or by a medical
officer approved by the company.

12. 5. Reference Check And Background
Verification :
• Many organizations ask the candidates to
provide the name of referees from
whom more information about the
candidates can be solicited.
• Such information may be related to the
character, working.
• The usual referees may be previous
employers, persons related to educational
institutions from where the candidates
have received education .

13. 6. Hiring Decisions Or Approval :
• On the basis of above steps suitable
candidates are recommended for selection
by the selection committee or personnel
department.
• Organization may designate the various
authorities for approval of final selection
of candidates for different categories of
candidates.
• When the approval is received the
candidates are informed about their
selection.

14. THANK YOU