The document discusses the process of selecting candidates for jobs. It defines selection as choosing individuals with relevant qualifications. The purpose is to find the most suitable candidate for an organization's requirements. The process involves screening applicants, using application forms and weighted application blanks to collect information. Selection testing measures performance, behavior, and attitudes through intelligence, aptitude, personality, achievement, and simulation tests. Assessment centers also evaluate candidates. Interviews are conducted to further assess candidates. Medical examinations, reference checks, and a final hiring decision complete the selection process.

2. Sanket Vijaykumar Jagare.

3. Definition:-
 Select means to chose.
 It is the process of picking individuals who have
relevant qualifications to fill jobs in an organization.
 Select a person who is the best suit or fit to perform
the specific job from the pool of qualified candidates.
Purpose:-
 To pick up the most suitable candidate who would the
best suit for requirements of the job in an
organization.
 In other word to find which job applicant will be
successful, if hired in an organization.

5. Reception:

6. Screening Interview.

7. Application Blank(Form):
 Collect the information of applicant on various aspects.
Weighted Application Blank(WAB):
 Collect the information of applicant on different
weights to different criteria.

8. Selection Testing
Test is a standardize objective to measure a person’s
performance, behavior and attitude.
Standardize because its uniformly applied.
To measure individual’s differences in scientific way.
To check how well an applicant meets the job
requirements.

9. Employment Tests.
1) Intelligence Test.
 Mental Ability Test.
 Learning Ability.
 Ability to understand instructions.
 Ability to make judgments.
 Pick up employee who is alert and quick in learning.
2) Aptitude Test.
 Potential to certain skills.
 Ability to learn given job quickly and effectively.

10. 3) Personality Test.
Measuring Personality factors.
Basic aspects of personality such as motivation,
emotional balance, self confidence, interpersonal
behavior, introversion etc.
Three types of personality test
(a) Projective Tests.
(b) Interest Tests.
(c) Preference Tests

12. 3) Achievement Tests.
 What applicant can do on a job currently.
 Proficiency tests = work sampling tests.
 Work sampling = a small portion of job is tested.
4) Simulation Tests.
 Test duplicates many of the activities and
problems an employee faces while at work.
 Such exercise is generally used for hiring
managers at various levels in an organization.
 Is done to access potential of candidate for
managerial position.

13. 4) Assessment center
 The performance in situational exercise us observed and
evaluated by a team of 6 to 8 trained assessors.
 Simulated exercises:-
a) The in-basket
b) The leaderless group discussion (LGD)
c) Business games
d) Individual presentations
e) Structured interview

14. Evaluation of Assessment Center Technique
 Graphology Tests
 Polygraph (lie-detector) Tests
 Integrity Tests
a) Have u ever told a lie
b) Do u carry office stationery back to your home
c) Do u mark attendance for your colleagues also

15. Test as selection Tools
Standards for selection Tests
• Reliability
1) Test – retest reliability
2) Inner –rater reliability
3) Intra- rater reliability
• Validity

16.  Qualified people: Test require a high level of
professional skills in their administration &
interpretation.
 Preparation: Test should be well prepared.
 Usefulness: Excusive reliance on any single test should
be avoided, since the results in such a case are likely to
be criticized.

17. Selection Interview
 Size up the interviewee’s agreeableness
 Ask questions that are not covered in tests
 Obtain as much pertinent information as possible
 Make judgements on interviewee’s enthusiasm &
intelligence;
 Assess subjective aspects of candidate

18. Type of Interviews
 The non- directive interview
 The directive or structured interview
 The situational interview
 The behavioural interview
 Stress interview
 Panel interview

19. The interview process
a) Preparation
b) Reception
c) Information Exchange
d) Termination
e) Evaluation

20.  Medical Examination
 Reference Checks
 Hiring Decision