The document outlines the selection process for employment, emphasizing its importance in filtering applicants through various stages, including interviews, tests, and medical examinations. Key components involve preliminary interviews to assess fitness, multiple types of selection tests to evaluate candidates’ skills and personality, and reference checks for background verification. The final steps include job offers and the issuance of appointment letters to successful candidates.

1. SELECTION
PROCESS
Dr Sonika Sharma

2. SELECTION :-
Selection refer to the process by which qualified
applicant are selected by mean of various test in pre
determined numbers, out of large number of
applicant.
Recruitment is a positive process but
Selection is a negative process because under it effort
are made to reduce the no of applicant

3. DEFINITION:-
“selection is a process in which candidate
for employment are divided into two
classes, those who are to be offered
employment and those who are not”

4. SELECTION PROCEDURE
Preliminary interview
Receiving applications
Selection test
Employment interview
Medical examination
Reference check
Final selection or appointment letters

5. Reception of Individuals recruited
Filling up of Application Blank
Evaluation of Application Blanks
Selection Test
Interview
Background and reference
checks
Approval by management
Physical /medical test
Job offer letter
Evaluation of Selection Process and follow up
Selection Process

6. 1.Preliminary interview:-
The object of preliminary interview is to ensure whether the
applicant is physically and mentally fit for the job. During
preliminary interview, candidate are asked question related
to their experience, education, taste, age, etc. Those
candidate who are successful in the preliminary interview
are asked to fill the blank application form.
2. Blank application form :-
Blank application form are the printed form of the
organization. For different post there are different form
because for each post, person of different qualification are
required.
While preparing these form two things must be kept in
view:-
1. These should convey maximum possible
information
2. Question should be directly related to the post.

7. 3)SELECTION/EMPLOYMENT
TEST
“Employment tests are devices to check a real
knowledge of candidate for the respective
jobs. These tests enable the management to
bring out the right person for the job”

8. Selection test
Intelligence test
Aptitude test
Personality test
Achievement test
Simulation test
Assessment test
Geography test
Polygraph test
Integrity test

9. 1. Intelligence test:-
It test the mental ability of candidate. These test
measure the learning ability of candidate & their power
to take quick decisions on crucial points
2. Aptitude tests:-
It test an individual’s capacity to learn a particular skill.
 Cognitive tests:- which measure intellectual, mental
aptitudes.
 Motor tests:- these test check the hand-eye coordination of
employees.
 Proficiency tests:- These test are designed to measure the
skills already by the individuals. They are used to test the
level of knowledge.

10. 3. Personality tests:- These tests judge the psychological
make-up of any person. These tests check an individual’s
motivational level, emotions, integrity, sympathy,
sensitivity, etc. In this test a controversial situation is
presented to the person.
4. Achievement test:- These are designed to measure what
the applicant can do on the job currently. These tests are
also known as work sample test.
5. Simulation test:- It measure the ability of the person to
face various problems while at work. These test are used
for hiring managers.
6. Graphology test:- these test involve using a trained
evaluator to flourish a person’s handwriting to assess the
person's personality & emotional make-up

11. 7. Integrity test:- These test are designed to
measure employee’s honestly to predict those who are
more likely to steal from an employer or otherwise act in
a manner unacceptable to the organization.

12. BENEFITS:-
 It tends to eliminate biasness in the selection of
personnel
 Tests can identify talents of individuals which might
otherwise be overlooked
 These tests reduce the cost of selection because large
on of people can be evaluated
 These tests measure the aptitude of candidates
 Tests provide a healthy basis for comparing applicants
background.

13. LIMITATION
 These test measure only a part of total information
 These test are far from perfection, it does not make
perfect prediction of an individual’s ability.
 No test can measure with guarantee the complex
combination of characteristics required in numerous
positions.

14. SELECTION INTERVIEW
Interview is the oral examination of candidates for
employment. In this step the interviewer matches the
information obtained about the candidate through
various means to the job requirement and to the
information obtained through his own observations
during the Interview.
Types of Interview:
Several types of interview are commonly used depending
on the nature and importance of the position to be filled
within an organisation.

15. 1) Structured Interview: In this type of interview a list of
questions asked by the interviewer is prepared in advance
on the basis of an analysis of job satisfaction.
2) Unstructured Interview: In this type of interview list
of questions asked by the interviewer is not prepared in
advance. In this type of interview questions are asked as
what comes in interviewer’s mind.
3) Panel Interview: In panel interview candidate is
screened by a group of interviewers who are specialists in
their respective fields. They call upon the candidates one
by one and assess his qualities.
4) Stress Interview: under it, the interviewer deliberately
creates a situation that puts the candidate to a
considerable strain. Frequent interruptions, criticism of
candidate’s opinion, keeping silence for extended period of
time are some of the methods of creating stress.

16. INTERVIEW PROCESS
HR experts have identified certain steps to be allowed while
conducting interview:
1) Preparation: Effective interviews do not just happen. They are
planned. This involves:
 Establishing the objectives of the interview.
 Reviewing the candidate’s application and resume, noting areas
that may show candidate’s strengths and weaknesses on which
questions could be asked.
 Keeping the test scores ready.
 Selecting the interview method to be followed.
 choosing the panel of experts who would interview the candidates
2) Reception: The candidate should properly received and led into
the interview . As a rule, treat all candidates even unsolicited drop-
ins at your office courteously, not on humanitarian grounds but
because your company’s reputation is at stake. Start the interview on
time.

17. 3) Conducting the interview: Information exchange
The information exchange between the interviewer and the
interviewee may proceed thus:
 state the purpose of the interview, how the qualifications
are going to be matched with skills needed to handle the
job.
 do not monopolise the conversation, giving very little
chance to the applicant to reveal himself.
 begin with open-ended questions where the candidate
gets enough freedom to express himself freely
 focus on the applicant’s education, training, work
experience etc
 avoid questions that are not job related
 listen to the applicant’s answer attentively and patiently.

18. 4)Termination: End the interview as happily as it
began without creating any awkward situation or
the interviewee. Here, avoid communicating, through
unpleasant gestures such as sitting erect, turning
towards the door, glancing at watch or clock etc.
5)Evaluation: After the interview is over summarise
and record your observations carefully, constructing the
report based on responses given by applicant, his
behaviour, your own observations and opinions of other
experts present during the interview. Better to use a
standardised evaluation form for this purpose.

19. Medical examination:-
Candidate/applicant who have crossed the above
stages are sent for a physical examination or
medical examination
There are three aim of medical examination:-
1
• Physical fitness for the job concerned
2
• To protect the business organization
form infectious diseases
3
• To check excessive expenditure on
the treatment of employee.

20. Reference Check:-
After medical examination information is gathered from
those person whose name figure in the column of
“reference”.
These information related to character, social relation,
background, etc, of the candidate. To obtain this
information the employer may contact to his friends or his
past or present employers.
Final selection or appointment letter:-
After successfully clearing the medical examination or
reference check, job offer is given to the selected
candidate. For the job offer, appointment letter is handed
over. After the acceptance of job offer by a selected
candidate, he become an employee of the organization.