The selection process can be defined as the process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organisation. The selection process varies from industry to industry, company to company and even among departments of the same company.

1. THESELECTIO
NPROCES
S

2. 01 02 03
RAKIBUL ISLAM
16-07505
SURIYA JAMAN
16-07474
PRANTO DHAR
16-07451
04 05 06
PAPIA JAHAN
RIPA16-07125
SHARMIN AKTER
15-6792
NAYMA AKTER
16-07508
AHMED IMRAN
HALIMI16-7199

3. INITIAL
SCREENING

4. providing the most
accurate information,
HR can focus on
selecting the most
qualified candidates
to positively impact
business growth.
Screening
inquiries
type of job interview
that’s conducted to
determine if the applicant
has the qualifications
needed to do the job for
which the company is
hiring.
Screening
interviews
TWO STEP
PROCEDURES

5. SCREENING
PROCEDURES
Eliminating candidates
on the basis of
job description &
job specification.
Demotivate
nonpotential
applicants for job
application

6. COMPLETIN
GTHE
APPLICATION
FORM

7. CONDITION
1
Some numeric
values
are assigned to
the
info fields
in a weighted
application
form.
CONDITION
2
Generally, the
items that have a
strong relationship
to job performance
are given high
scores

8. CONDITION
1
Provides relevant
information for
predicting job
success is
supported across
a board range of
jobs.
CONDITION
2
Provide all
authentic
information and
complete form
that helps to
selection for an
applicants.
HOW TO
MEASURE
SUCCESSFUL
APPLICATIONS

9. EMPLOYEE
TES
T

10. Intelligence
Test
Aptitude
Test
Personality
Test
Assessment
Test
Simulation
Test
Achievement
Test
Geography
Test
Polygraph
Test
Integrity
Test

11. Intelligence Test
It test the mental ability
of candidates. These test
measure the learning
ability of candidates &
power to take quick
decisions.
Aptitude Test
It test an individual’s
capacity to learn a
particular skill.
- Cognitive Tests
- Motor Tests
Graphology Test
These test involve
using a trained
evaluator to flourish a
person’s handwriting
to assess the person’s
personality & emotion.
Polygraph Test
It measures and
records several
physiological indicators
while a person asked
and answers questions.
Simulation Test
It measures the ability
of the person to face
various problems while
at work.
Personality Test
These tests judge the
psychological make-up
of any person.
Integrity Test
These are designed to
measure employee’s
honesty.
Achievement Test
These are designed to
measure what the
applicants can do on
the job currently.
Assessment Test
These test are
designed to measure
skills already by the
individuals.

12. COMPREHENSIVE
INTERVIE
W

13. Traditional
Interview
Panel Interview
Situational
Interview
Behavioral
Interview
Realistic Job
Pressure
Intervie
w
A selection device
to obtain in depth
information about
a candidate

14. CONDITION
1
May include
brochures, films,
plant tours, work
sampling, merely a
short script.
CONDITION
2
Not only treated as
a selection device
but also allow
favorable or
unfavorable info
about the job
RJP

15. INVESTIGATION
BACKGROUND

16. Criminal Records
Commercial
Records
Financial
Records
Employment
History

17. A check of
a candidate’s background may
include
Employment
1
Education
2
Criminal Records
3
Credit History
4
Motor Vehicle
&
License Record
5

18. CONDITIONA
LJOB OFFER

19. Race
Physical
Disabilit
y
Medical
Conditio
n
Age
Gende
r
Marita
l
Status
Sex
Militar
y
Status
Family
Backgroun
d
DISCRIMINATION IN
HIRING

20. WITHDRAWING OF
CONDITIONAL JOB OFFER
• Can not fulfill
the condition
• Any lawful
reason
• Exceed the
time limit to
fulfill
Reason

21. MEDICA
L
EXAMINATIONS

22. 4
POINTPOINT
3
POINT
2
POINT
1
An exam to determine an applicants
physical fitness for essential job
performance.
TEST
Passing certain
medical test
Physical
qualitylike vision, high
stamina, clear tone
of voice etc.
Drug test
To check if
candidates take
harmful drug or not
Psychology
Some
psychological
checkup

23. PERMANEN
TJOB OFFER

24. 03
02
01
J O B O F F E R S
DECISION
Typically job is offered by
HRM. Actual hiring
decision is made by
manager of dept.
COMPREHENSIVE EVALUATION
All applicants are put
through every steps and
final decision is based on
comprehensive
evaluation of the result
from all stages.
SUCCESSFUL PERFORMER
Individuals who perform
successfully in the
preceding steps in
selection process are
now considered eligible
to receive the
employment offer.

25. THAT’S
ALL
FOR
YOU!