SELECTION PROCESS

1. TOOLS OF SELECTION
(HRM)
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SUBMITTED BY: SUBMITTED TO:
LAVESH SETHIA Dr. MANJOO SARASWAT

2. SELECTION
 Selection is the process by which you choose from a list of
applicants, the persons who best meet the criteria for the position
available considering current environmental context.
 The aim is to compare the demands of the job with the candidates
capabilities and inclinations, by various techniques.
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3. Difference between Recruitment and
Selection-
 Recruitment is the process of searching for potential employees
and make them to apply for jobs in the organization, selection
means establishing a contractual relationship between the employer
and the worker.
 Recruitment is a positive process, whereas selection is a negative
process.
 The purpose of recruitment is to create a large pool of applicants
for the jobs in the organization. But selection aims at eliminating
unsuitable candidates and ensuring most competent people for the
jobs.
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4. CONT…
 Recruitment is a simple process the candidates are required to fill in
the forms and deposit with the employer. But selection is a complex
and lengthy process.
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5. INTRODUCTION
➢INFOSYS is the Indian multinational provider of
business consulting, information technology software
engineering and outsourcing services.
➢It is the third largest India based IT services
company by 2012 revenues and the second largest
employer of H-1b visa professional in United State.

6. FOUNDER
➢ NARAYANA MURTHY is an Indian IT
industrialist and the FOUNDER of
Infosys.
➢ At IIM he worked on India ‘s first time
sharing computer system and
designed and implemented a BASIC
interpreter for electronic corporation
of India limited.
➢ He started Infosys in 1981 and served
as its CEO from 1981 to 2002 and as a
chairman from 2002 to 2009.
NARAYANA
MURTHY

7. SELECTION PROCESS OF
INFOSYS
➢Initial Screening of Interviews.
➢Completion of Application Forms.
➢Employment Tests.
➢Various Tests.
➢Interviews.
➢Background Information.
➢Physical Examination.
➢Final Employment Decision.

8. STAGES OF SELECTION
 The number of steps in the selection procedure and the sequence of steps vary
from organization to organization.
 the main steps which could be incorporated in the selection procedure are
discussed below :
1. ReceivingApplications
2. Screening ofApplication
3. Selection Tests
4. Employment Interview
5. Background Investigation
6. Medical Examination
7. Final Selection
8. Rejection of unsuitable candidate
.
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9. SELECTION PROCESS
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RECEIVEAPPLICATION
/PRELIMINARY
INTERVIEW
SCREENING OF
APPLICATION
SELECTION TEST
EMPLOYMENT
INTERVIEW
A
REJECTION OF
UNSITABLE
CANDIDATE

10. CONT….
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BACKGROUND
INVESTIGATION
MEDICALEXAMINATION
FINALSELECTION
B

11. RECEVING APPLICATION / PRELIMINARY
RECEPTION
 In most of the organizations, the selection program begins with preliminary
interview or screening.
 In some places if an applicant appears in person, an impromptu preliminary interview may
be granted.
SCREENING OFAPPLICATION
 After the applications are received, the screening committee prepared a list of the
candidates to be interviewed.
 The number of candidates called for interview is normally five to seven times the number
of posts to the filled up.
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12. EMPLOYEMENT TEST
Employment tests are used to select persons for various jobs.
 Intelligence Tests: Intelligence tests are used to judge the mental capacity of the
applicant. They evaluate the ability of an individual to understand instructions and make
decisions.
 Aptitude Tests: Aptitude means the potential which an individual has for learning the
skills required to do a job efficiently, Aptitude tests measure an applicant's capacity and his
potential of development.
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13. CONT…
a. Proficiency Tests : Proficiency tests are designed to measure the skills
already acquired by the individuals. They are also known as
performance, occupational or trade tests.
b. Interest Tests : Interest tests identify patterns of interest in those areas in
which the individual shows special concern, fascination and involvement.
c. Personality Tests : Personality tests probe for the qualities of the personality
as a whole, the combination of aptitude, interest and usual mood and
temperature.
d. Interview : Although application blank and employment tests provide a lot of
valuable information about the candidate, yet they do not provide the complete
set of information required.
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14. CONT….
 INTERVIEWS FORMATS
a) Patterned interview/ structured interview
b) Non Directed/ unstructured interview
c) Mixed interview
d) Exit interview
f) Depth interview
g) Stress interview
h) Formal interview
i) Informal interview
j) Case interview
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15. Types of interview
a. Screening Interview
b. Telephone Interview
c. Video Conferencing
d. Individual interview (one-on-one interview/ face-to-face interview)
e. Panel interview
f. Group interview
g. General Group Interview/Information Session
h. Sequential/Serial Interview
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16. Background Investigation
 By checking the candidate's past employment, education, personal reputation, Financial
condition, police record, etc.
Medicinal Examination
 The pre-employment physical examination or medical test of a candidate is an important
step in the selection procedure.
 Some organizations either place the examination relatively early in the selection procedure
or they advise the candidates to get themselves examined by a medical expert so as to
avoid disappointment at the end.
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17. CONT…
Final Selection
 After a candidate has cleared all the hurdles in the selection procedure, he is
formally appointed by issuing him an appointment letter or by concluding with
him a service agreement.
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