This series include Staffing function of management for XII Business Studies students for AISSCE preparation.

1. STAFFING
Business Studies By : Pratap Naik
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Vikash Residential School
Selection Process
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Learning Objectives
CONCEPT OF SELECTION
Selection is the process of identifying and choosing the
best person out of a number of prospective candidates
for a job.
Concept of Selection
Selection Process

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Learning Objectives
SELECTION PROCESS
1. Preliminary Screening
2. Selection Tests
3. Employment Interview
4. Reference and Background
5. Selection Decision
6. Medical Examination
7. Job Offer
8. Contract of Employment
Concept of Selection
Selection Process

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Let’s Start..

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Concept of Selection
What is Selection??
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Selection is the process of identifying
and choosing the best person out of a
number of prospective candidates for
a job.

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Concept of Staffing
▰ It aims at selecting the most suitable person out of the candidates who have
applied for the job.
▰ Selection is called a negative process in which a person is selected and the
others are rejected
Selection process serves two important purposes:
▰ It ensures that the organisation gets the best among the available.
▰ It enhances the self-esteem and prestige of those selected and conveys to them
the seriousness with which the things are done in the organisation.

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Selection Process
What are the sequence of steps ??
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1. Preliminary Screening
The process of eliminate unqualified or unfit job seekers based on the information supplied
in the application forms is termed as Preliminary Screening.
▰ Preliminary interviews also may help to reject misfits candidates.
Selection Process

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2. Selection Tests
An employment test is a mechanism that attempts to measure certain characteristics of
individuals.
▰ These characteristics may be aptitude, intelligence, attitude or personality.
(a) Intelligence Test
(b) Aptitude Test
(c) Personality Test
(d) Trade Test
(e) Interest Test
Selection Process

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(a) Intelligence Test
▰ Intelligence test is conduct to measure the level of
intelligence quotient of an individual.
▰ It is an indicator of a person’s learning ability
▰ Or the ability to make decisions and judgments.
Selection Tests

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(b) Aptitude Test
▰ It is a measure of individual’s potential for
learning new skills.
▰ It indicates the person’s capacity to develop.
▰ Such tests are good indices of a person’s
future success score.
Selection Tests

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(c) Personality Test
▰ Personality tests provide clues to a person’s
emotions, her reactions, maturity and value
system etc.
▰ These tests probe the overall personality.
▰ Hence, these are difficult to design and
implement.
Selection Tests

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(d) Trade Test
▰ These tests measure the existing
skills of the individual.
▰ They measure the level of knowledge
and proficiency in the area of
professions or technical training.
Selection Tests

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(e) Interest Test
▰ Interest tests are used to know the
pattern of interests or involvement
of a person.
▰ Every individual has fascination for
some job than the other.
▰ It helps to determine stability of the
employee in the organisation.
Selection Tests

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3. Employment Interview
Interview is a formal, in-depth conversation conducted to evaluate the applicant’s
suitability for the job.
The interviewer may seek detail information relating various matters.
It is two-way exchange of information, the interviewers learn about the applicant, and
the applicant learns about the employer.
Selection Process

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4. Reference and Background Check
To verify the information provided by the candidates also
to gain additional background information on an applicant
many employers ask for references, i.e. names,
addresses, and telephone numbers of people who can
vouch them.
Previous employers, known persons, teachers and
university professors can act as references.
Selection Process

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5. Selection Decision
Those candidates who go through all the tests and verification are included in the final
selection list.
Selection decision is the most critical step in the process of selection.
Final decision is to be made from among the list of such candidates by taking the view
the concerned operational managers.
Selection Process

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6. Medical Examination
After the selection decision and before the job
offer is made, the candidate is required to
undergo a medical fitness test.
The basic purpose of this step is to check
whether the candidate is physically fit to perform
the work.
The job offer is given to the candidate being
declared fit after the medical examination.
Selection Process

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7. Job Offer
The next step in the selection process is job offer
to those applicants who have passed all the
previous hurdles.
Job offer is a letter generally containing date by
which the appointee must report on duty,
expected salary and necessary documents
required for reporting.
This must be accepted by the applicants.
Selection Process

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8. Contract of Employment
After the job offer has been made and
candidate accepts the offer, the candidate
and organisation sign the legal document
called
▰ Attestation Form
▰ Contract of Employment
Selection Process

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▰ Attestation form certain vital details about the
candidate, which are authenticated and attested
by him or her.
▰ This can be a valid record for future reference.
▰ Contract of Employment is a formal document
may contain information about
▰ Basic information that is included in a written
contract of employment will vary according to
the level of the job.
Contract of Employment
Job Title, Duties,
Responsibilities,
Date of joining
Rates of pay, allowances,
Hours of work,
Leave rules, Leave for sickness,
Grievance procedure,
Disciplinary procedure,
Work rules,
Termination of employment.

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1. Preliminary Screening
2. Selection Tests
3. Employment Interview
4. Reference and Background Check
5. Selection Decision
6. Medical Examination
7. Job Offer
8. Contract of Employment
Recap

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THANKS!
Any questions?
You can find me at
9437368451
sreepratap@gmail.com