More Related Content
What's hot
What's hot (20)
Similar to Selection process, features and examples
Similar to Selection process, features and examples (20)
Selection process, features and examples
- 1. Selection A PRIME DETERMINANT OF SUCCESS
- 2. Introduction Image of the company, nature of job etc., influence the response of job applicants to the recruiting efforts of a company. recruitment attracts prospective applicants. Recruitment provides a pool of applicants for selection.
- 3. Definition According to Thomas “Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
- 4. Meaning To select means to choose. Selection involves picking individuals who have relevant qualifications to fill jobs. The basic purpose is to choose the person who can most successfully perform the job.
- 5. Purpose: Don’t Buy Bad Apples Pick up the most suitable candidate. To achieve this goal company obtains and assesses information about the applicants (age, qualifications, skills, experience etc.,) How well an employee is matched to a job is important Any mismatch can cost the organization badly.
- 6. Putting brakes to negligent hiring • After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences, Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004.
- 7. Case study - 1 What do you think is the main cause for the problem ? As an HR manager, what steps would you take to solve this problem at Wal-Mart ?
- 8. Features of selection It is an expensive process. It is a time consuming process. It is a negative function. It is preceded by recruitment.
- 9. Process of selection Step 9. Intimation Step 8. Hiring Decision Step 7. Reference checks Step 6. Medical examination Step 5. Selection interview Step 4. Selection Tests Step 3. Application Blank Step 2. Screening Interview Step 1. Reception
- 10. Step 1. Reception In order to attract people with talent and skills, a company has to create a good impression from stage 1. Employment possibilities must be presented honestly and clearly. If vacancy is not available, then the applicant may be asked to contact the HR Department after a suitable period has elapsed.
- 11. Step 2. Screening interview It is done to cut the costs by allowing only eligible candidates to go through further stages. The applications are examined by a junior executive from the HR Department. It is also called “courtesy interview”.
- 12. Step 3. Application Blank It is one of the most common methods to collect information of the candidates. It is a brief history sheet of the employee’s background.
- 14. Contents of application blanks Personal data (address, etc.) Marital data. Physical data (height, weight) Educational data (levels of formal education etc.,) Employment data (past experience, promotions) Extracurricular activities data (NSS, NCC, leisure time activities) References (names of two or more people who certify the suitability of an applicant to the advertised job)
- 15. Step 4. Selection Tests A selection test is used to measure a candidate’s behaviour, performance or attitude. It is standardized in order to ensure uniform assessment
- 16. Types of tests Intelligence tests Aptitude tests Personality Tests Achievement tests Simulation tests Assessment centre Graphology tests Polygraph tests Integrity tests
- 17. Step 5. Selection interview Interview is an oral examination of candidates. Its purpose is sharing of information. It is the most essential step in selection.
- 18. Types of interviews The Non-directive interview. The directive or structured interview. The situational interview. The behavioural interview. Stress interview. Panel interview.
- 20. Step 6. Medical examination • Certain jobs requires physical qualities like clear vision, high stamina, clear tone of voice etc.,. • A Medical examination reveals whether the candidate possesses these qualities.
- 21. Medical examination can give the following information. Whether the applicant is medically suitable for a specific job or not ? Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)? Whether the applicants’ physical measurements are in accordance with job requirements or not ?
- 22. Step 7. Reference checks Candidates are required to give the names of two or three references in their application forms. Information may be collected from previous employer or from co-workers. Telephone call or e-mail is used.
- 23. Beware of Credential Fraud ! • George O’Leary was hired as Notre Dame’s Football coach. He was forced to resign after five days when it was revealed that he lied about having a master’s degree from NYU. • Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona.
- 24. Beware of Credential Fraud ! Neil Taylor, Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university.
- 25. Credential Fraud in India In March 2006, Wipro fired 25 employees after an internal audit revealed lies on their CV’s. The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them.
- 26. Credential Fraud in India IBM had to dismiss more than 700 employees overnight when it found employees with fake CV’s.
- 27. Step 8. Hiring Decision The concerned line manager takes this decision. The decision is taken after soliciting the required information gathered through different techniques discussed earlier.
- 28. Step 9. Intimation • Intimation to both successful and unsuccessful candidates
- 29. Revision of the selection process • Step 1 : Reception • Step 2 : Screening interview • Step 3 : Application blank selection process Quick revision • Step 4 : Selection Tests • Step 5 : Selection Interview • Step 6 : Medical Examination Selection process • Step 7 : Reference checks • Step 8 : Hiring decision • Step 9 : Intimation Recall
- 30. Selection process of global giants • It uses extensive psychometric instruments to evaluate short-listed candidates. • It uses occupational personality questionnaire to understand candidate’s personal attributes. • It uses occupational testing to measure competencies.
- 33. Sources Personnel and human Resource management – P Subbarao (5th Edition) http://hrtrendinstitute.com/2015/08/13/trends-in- recruitment-and-selection-new- infographic/#prettyPhoto[galname]/0/ Slide Share Articles. Online research Articles. D. Callahan, “Resume Padding”, in www.cheatingculture.com www.cnn.com www.backgroundchecking.co.un