Meaning

Selection process is a series of specific steps used to decide which recruits should be hired . The process begins when recruits apply for employment & ends with hiring decisions Process by which organization chooses from a list of applicants the person or persons who best meet the selection criteria for the positions available , considering the current environment conditions

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SELECTION PROCESS
EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT

Preliminary Interview Selection Test Employment Interview Reference & Background Analysis Selection Decision Physical Examination Job Offer Employment Contract 4/23/12

Rejected Applicants

ENVIRONMENTAL FACTORS AFFECTING SELECTION

External Environment : - Supply & Demand of Specific Skills in the labour market - Unemployment rate - Labour market conditions - Legal & political considerations - Companys image
-

Internal Environment : Companys Policy Human Resource Planning Cost Of Hiring

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PRELIMINARY INTERVIEW
Preliminary

interviews are also called screening interviews It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization Helps rejects misfits for reasons which do not appear in the application forms Preliminary interviews are less formalized and planned than the final interviews

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SELECTION TESTS
Job

seekers who pass the screening & the preliminary interview are called for tests Different types of tests may be administered depending on the job & the company Generally , tests are used to determine the applicants ability, aptitude & personality

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EMPLOYMENT INTERVIEW

Interview is a formal, in depth conversation conducted to evaluate the applicants acceptability Interview can be

Employment

One to one : there are only two participants the interviewer & the interviewee Sequential : involves series of interview
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REFERENCE & BACKGROUND CHECKS

Many

employees request names, addresses & telephone numbers or reference for the purpose of verifying information & perhaps gaining background information on an applicant Usually done until an applicant has successfully reached the fourth stage of a sequential selection process

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SELECTION DECISION
After

obtaining information through the preceding steps Selection decision most critical steps must be made The final decision has to be made from the pool of individuals who pass tests, interviews & reference checks

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PHYSICAL EXAMINATION
After

selection decision & before job offer is made the candidate is required to undergo a physical fitness test The results of the test are recorded in a statement & are preserved in the personnel records

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JOB OFFER
A

job offer letter is a document that confirms the details of an offer of employment The job offer letter includes details such as job description, reporting relationship, salary, bonus potential. benefits, vacation allotment, and more The job offer letter generally confirms the terms the employer and the candidate have agreed to for his employment during negotiations.
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CONTRACTS OF EMPLOYMENT
After

the job offer has been made & accepted by the candidate contract of employment is done An agreement entered into between an employer and an employee at the time the employee is hired that outlines the exact nature of their business relationship, specifically what compensation the employee will receive in exchange for specific work performed

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INTRODUCTION TO DIFFERENT EMPLOYMENT TESTS

TESTS : It is also called Achievement Test It assists in determining how well an individual can perform tasks related to the job ABILITY TESTS : These test helps in identifying the individuals who have strong reading , mathematical , analytical skills
CLERICAL ABILITY

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TESTS : Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience PHYSICAL ABILITY TEST : Physical ability tests typically use tasks or exercises that require physical ability to perform These tests typically measure physical attributes and capabilities, such as strength, balance, and speed
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PERSONALITY

PSYCOMOTOR TESTS :
Measure abilities like manual dexterity, motor ability and eye hand co-ordination of candidates These tests are used for semi-skilled labor and packing, watch making etc

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COGNITIVE TEST :

Typically use questions or problems to measure ability to learn quickly, logic, reasoning, reading comprehension and other enduring mental abilities that are fundamental to success in many different jobs These tests assess a persons aptitude or potential to solve job-related problems by providing information about their mental abilities such as verbal or mathematical reasoning and perceptual abilities like speed in recognizing letters of the alphabet

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SAMPLES SIMULATION Tests that require an applicant to perform a task or set of tasks representative of the job For example, work samples might involve installing a telephone line, creating a document in Word KNOWLEDGE TEST : Measure a candidate's knowledge of the duties of the position for which he or she is applying
JOB

WORK

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 Intelligence

test (IQ): these tests measure capacity for comprehension, reasoning, word fluency, verbal comprehension, numbers etc. aptitude tests: these tests measure the capacities of spatial visualization, perceptual speed and knowledge of mechanical matter. For mechanical employee, technicians etc.

Mechanical

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RELIABILITY & VALIDITY OF TEST

RELIABILITY Refers

to standardization of the procedure of administering & scoring the test one day & makes a certain score should be able to take the same the next day or next week & make more or less the same score For Ex: if we administer any kind of test like analytical test , a person who scores 110 in march would score close to 110 if tested in july
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VALIDITY
It

helps to predict whether a person will be successful in a given job It helps in differentiating between the prospective employees who will be able to perform the job well & those who will not

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