CH-6(C)

STAFFING-SELECTION

Meaning of Selection
Selection is a process of choosing and appointing the best person out of a
number of prospective candidates. It is a negative process as it involves
elimination of unsuitable candidates.

Selection Process
The important steps in the process of selection are as follows-

1. Preliminary Screening/Interview- Preliminary screening involves

checking the application blank and eliminating unqualified (not
possessing minimum requirements/ qualification) candidates. This is
done by scrutinizing application blank. Application blank refers to
the application form submitted by the candidates.
2. Selection Test- After preliminary screening, selection tests are
undertaken to measure personality, aptitude, intelligence or existing
skills in the candidates.
3. Employment Interview- Candidates clearing the selection tests are
required to give an interview. Interview is a formal and in-depth
conversation conducted to check the applicants’ suitability` for the
job. This test helps in judging the communication skills of the
candidate.
4. Reference and Background Checks- After the interview, the next
step is to verify information given by the candidate. For this, many
employers request names, addresses and telephone numbers of
references. References may be previous employers, known persons,
teachers, etc.
5. Selection Decision- The candidates who pass the tests, interviews
and reference checks are included in the selection list and the most
suitable candidate is selected from the list.
6. Medical Examination- After the selection decision, the candidate is
required to undergo a medical fitness test.
7. Job Offer- After the medical examination, medically fit candidates is
given the job offer. Job offer is a letter of appointment containing a
date by which the candidate must report on duty.
8. Contract of Employment- After the candidate accepts the job offer,
he is given a contract of employment. Contract of employment is a
written contract containing job title, duties, responsibilities, pay scale,
rules and regulations etc. The candidate has to sign this contract.
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TYPES OF SELECTION TESTS-

A. Intelligence Tests- This is one of the important psychological tests

used to measure the level of intelligence quotient of an individual. It
is an indication of a person’s learning ability or the ability to make
decisions and judgments.
B. Aptitude Tests- It is a measure of individuals’ potential for learning
new skills. It indicates the person’s capacity to develop.
C. Personality Tests- Personality tests provide clues to a person’s
emotions, reactions, maturity and value system, etc. These tests probe
(analyze) the overall personality.
D. Trade Tests- These tests measure existing skills of the individuals.
They measure the level of knowledge and proficiency in the area of
profession or technical training. (The difference between aptitude test
and trade test is that the former measures the potential to acquire
skills and latter the actual skills possessed.)
E. Interest Tests- Every individual has fascination for some job than
the other. Interest tests are used to know the pattern of interest or
involvement of a person.
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 Difference between Recruitment and Selection
Basis Recruitment Selection
1. Meaning It refers to searching It refers to choosing the
suitable employees and most suitable candidate
attracting them to apply for after careful screening.
jobs.
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2. Nature It is positive process It is a negative process
because it is done for because it is done for
increasing the number of eliminating all unsuitable
applicants. candidates.
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3. Aim Its main aim is to create a Its main aim is to eliminate
large number /pool of all unsuitable candidates
candidates. and select the best.
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4. Process It is a simple process as no It is a complex process
hurdles are to be crossed. because several hurdles are
to be crossed by the
candidates.
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5. Order It is done before selection. It is done after recruitment.