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Selection process
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.
Selection process
- 1. SELECTION PROCESS PRESENTEDBY, AMIT MISHRA PIYUSH JOSHI TABREZ KHALFE 1
- 2. WHEN RECRUITMENT ENDSELECTION STARTS 2
- 3. Selection is theprocess 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: 3 •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.
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- 5. SELECTION PROCESS 5 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
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- 7. CONT... INTERVIEW •Behavioural question reveal the most about how a candidate would fit into a company culture. 7
- 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 8
- 9. 9 ITS BETTERNOT TO SELECT THAN SELECTING A BAD CANDIDATE
- 10. TO AVOID NEGLIGENTHIRING 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 11
- 12. RELIABILITY: The consistencyof scores obtained by the same person when retested with the identical test or with alternate forms of the same test. 12
- 13. VALIDITY The accuracywith which a test, interview and so on measures what it purpose to measure or fulfills the function it was designed to fill. 13
- 14. RELATION BETWEEN RELIABILITYAND VALIDITY 14
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