The selection process involves identifying candidates with the relevant qualifications, skills, and competencies to fill jobs. It is critical because an organization's performance depends on its employees. Hiring the right employees is important and costly, while incompetent hiring could significantly impact an organization. The selection process generally includes initial screening of applications, employment tests, interviews, background and reference checks, medical examinations, and making conditional and permanent job offers. It is better to not select a candidate than select a bad candidate, so organizations should systematically verify applicant information and reject those with false statements or criminal convictions related to the job.

1. SELECTION PROCESS
PRESENTED BY,
AMIT MISHRA
PIYUSH JOSHI
TABREZ KHALFE
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2. WHEN RECRUITMENT END SELECTION STARTS
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3. Selection is the process of identifying individuals who have relevant
qualifications/experience/skills and competencies to fill in the jobs.
Once there is a pool of applicants for a job, the next step is to select
the best candidate for the job.
Selecting the right employees is critical because:
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•The organisations performance is dependent on its employees.
Employees with the right skills and attributes will do a good job.
•It is costly to recruit and hire employees. Hiring and training a new
employee costs a lot of money.
• Incompetent hiring could impact the organisation in a big way. The
employee may commit a wrongful act that will impact the image
of the organisation adversely.

4. THE SELECTION PROCESS
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5. SELECTION PROCESS
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presented to Miss Faiza
Initial screening
Completed application
Employment test
Background examination if
req.
Medical
Permanent job offer
Failed
Failed
Reject application
Passed
Passed
Passed
Passed
Passed
Passed
Interview
Conditional Job Offer
Failed
Failed
Failed

6. IN DETAIL
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7. CONT...
INTERVIEW
• Behavioural
question reveal
the most about
how a candidate
would fit into a
company
culture.
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8. CONT. . . .
Conditional
job offer
• A tentative job
offer that
becomes
permanent
after certain
conditions are
met.
Background
investigation
• The process of
verifying
information job
candidates
provide
Medical
• An
examination to
determine an
applicant’s
physical
fitness for
essential job
performance
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9. 9
ITS BETTER NOT TO SELECT THAN SELECTING A
BAD CANDIDATE

10. TO AVOID NEGLIGENT HIRING
FOLLOWING STEP MAY BE
UNDERTAKING
• Making a systematic effort to gain relevant
information about the applicants and verifying all
documentation.
• Scrutinizing all information supplied by the
applicant.
• Rejecting applicants who make false statements of
material facts or who have conviction records for
offenses directly related and important to the job on
question. 10

11. BASIC TESTING CONCEPT
 Reliability
 Validity
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12. RELIABILITY:
The consistency of scores obtained by the same
person when retested with the identical test or with
alternate forms of the same test.
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13. VALIDITY
The accuracy with which a test, interview and so on
measures what it purpose to measure or fulfills the
function it was designed to fill.
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14. RELATION BETWEEN RELIABILITY AND VALIDITY
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15. SELECTION PROCESS
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