Presentation On

Selection Process
 Selection
Selection process is a series of
specific steps used to decide which
recruits should be hired. The
process begins when recruits apply
for employment and ends with the
hiring decision.
 Selection: An Overview

• Internal Selection

• Selection Ratio is the relationship between number of

applicants hired and the total number of applicants available.

No. of Applicants hired/Total No. of applicants =S R

• Uniform Guidelines on Employee Selection

 The Selection Process
Initial Screening

Employment Test

Employment Interview Reference Verification

Panel/Supervisory
Interview

Employment Offer

Medical Test

Realistic Job Previews

Hiring Decision
 Employment test
“Testing Tools & Cautions”

 Psychological test
 Knowledge test
 Performance test
 Graphic response test
 Attitude and honesty test
 Medical test
 Selection Interview
“Types of Interviews”

 Unstructured interview
 Structured interview
 Mixed interview
 Behavioral interview
 Stress interview
Hiring Interviews
Structured Interviews:
predetermined script and protocol;
– Interviews in a proper format
– Asked through information gathered from
job analysis information
 Hiring Interviews

• Unstructured Interviews:
no predetermined script or protocol
– Any thing related or not related to the job
– No prescribed format
 Who Conducts Interviews?

Panel
Panel
Individuals
Individuals Interviews
Interviews

Interviews
Interviews

Team
Team
Video
Video Interviews
Interviews
Interviewing
Interviewing
 Problems/Error in the Interview

• BIASES

• LEADING QUESTION
1. “You do like to talk to people, don’t you?”
2. “ Do you think you will like this work?”
3. “ Do you agree that profits are necessary?”

• INTERVIEWER DOMINATION
Conducting Effective Interviews
• Interviewers should be carefully selected and
trained properly
• Preparation of Interview Plan
• Break ice-Put interviewer at ease
• Listen Carefully
• Record the facts immediately after
interviews
• Evaluate effectiveness of interviewing
process
 Realistic Job Previews

The purpose of a realistic job preview (RJP)

is to inform job candidates of the
“organizational realities” of a job, so that they
can more accurately evaluate their own job
expectations.
Hiring Decision

Qualification
Experience about the specific
Sector
Previous Job Duration
 Conclusion

If any candidates fill up all the

requirements according to the vertical
process of selection expected by the
human resource management, then
the candidates will be selected to do
this job.