Human Resource

Management

Topic: Selection
 Selection
 Selection is the process of choosing from
a group of applicants those individuals
best suited for a particular position.
 This process involves making a judgment
not about the applicant, but about the fit
between the applicant and the job by
considering knowledge, skills and abilities
and other characteristics required to
perform the job.
 No standard patteren--- varies
 STEPS IN THE SELECTION
PROCESS
1. Initial screening
2. Application Blank
3. Pre-employment Testing: • General Intelligence Tests •
Aptitude Tests • Personality and Interest Tests • Achievement
Tests • Honesty Tests
4. 4. Interview • Structured Interview • Unstructured Interview •
Mixed Interview
5. 5. Background Checks
6. 6. Conditional job offer
7. 7. Medical Exam/Drug Tests
8. 8. Final Selection Decision
STEPS IN THE SELECTION PROCESS

1. Initial Screening: the selection process often begins

with an initial screening of applicants to remove individuals who
obviously do not meet the position requirements.
- Sources utilized in the screening effort: Personal Resume
- Include:
- Employment & education history
- Evaluation of character
- Evaluation of job performance
- Screening Interviews: Screening interviews are used to: • To verify
information provided on resume or application blank. • They are
usually very short (approximately 30 minutes or so).
STEPS IN THE SELECTION PROCESS
- 2. APPLICATION BLANK /REVIEW OF
APPLICATIONS APPLICATION BLANK: is a
formal record of an individual’s application for
employment The next step in the selection
process may involve having the prospective
employee complete an application for
employment. The specific type of information
may vary from firm to firm and even by job type
within an organization
STEPS IN THE SELECTION PROCESS

3. Employment Tests:
a. Cognitive Aptitude Tests: It measures an individual’s ability to learn,
as well as to perform a job. Job-related abilities may be classified as
verbal, numerical, perceptual speed, spatial, and reasoning.
b. Psychomotor Abilities Tests: This type of test is used to measure
strength, coordination, and dexterity. It is feasible to measure many
abilities that are involved in many routine production jobs and some
office jobs.
c. Job Knowledge Tests: This sort of test is designed to measure a
candidate’s knowledge of the duties of the position for which he or she
is applying.
d. Work-Sample Tests (Simulations): It identifies a task or set of tasks
that are representative of the job. The evidence concerning these tests,
to date, is that they produce high predictive validity, reduce adverse
impact, and are more acceptable to applicants.
e. Vocational Interest Tests: It indicates the occupation in which
a person is most interested and is most likely to receive
satisfaction.
f. Personality Tests: It is a selection tools, personality tests have
not been as useful as other types of tests. They are often
characterized by low reliability and low validity. Because some
personality tests emphasize subjective interpretation, the
services of a qualified psychologist are required.
g. Drug and Alcohol Testing: Basic purpose of the drug-testing
programs contends that it is necessary to ensure workplace
safety, security, and productivity.
h. Genetic Testing: As genetic research progresses, confirmed
links between specific gene mutations and diseases are
emerging. Genetic testing can now determine whether a person
carries the gene mutation for certain diseases, including heart
disease, colon cancer, and Huntington’s disease.
i. Honest Test/Polygraph: Tests For many years, another
means used to verify background information has been
the polygraph, or lie detector, test. One purpose of the
polygraph was to confirm or refute the information
contained in the application blank. Special tests have
been constructed to measure the orientation of the
individuals toward the issue of the honesty and personal
integrity. Honesty tests are the most frequently used
psychological tests in industry. towards theft,
embezzlement, and dishonest practices.
j. Internet Testing: The Internet is increasingly being
used to test various skills required by applicants.
STEPS IN THE SELECTION PROCESS

4. Job interview: Interview is a goal-oriented conversation in

which the interviewer and applicant exchange information. The
employment interview is especially significant because the applicants who
reach this stage are considered to be the most promising candidates.
-Types of Interviews:
a. The Unstructured (Nondirective) Interview: is an interview where
probing, open-ended questions are asked. This type of interview is
comprehensive, and the interviewer encourages the applicant to do much
of the talking.
b. Behavior Description Interviewing: A structured interview that uses
questions designed to probe the candidate’s past behavior in specific
situations. Benchmark answers derived from behaviors of successful
employees are prepared for use in rating applicant responses. Questions
asked in behavior description interviewing are legally safe because they
are job related.
 c. The Structured (Directive Or Patterned) Interview: An
interview consisting of a series of job-related questions that
are asked consistently of each applicant for a particular job
is known as structured interview. A structured interview
typically contains four types of questions.
 1. Situational questions: Pose a hypothetical job situation to
determine what the applicant would do in that situation.
 2. Job knowledge questions: Probe the applicant’s job-
related knowledge.
 3. Job-sample simulation questions: Involve situations in
which an applicant may be actually required to perform a
sample task from the job.
 4. Worker requirements questions: Seek to determine the
applicant’s willingness to conform to the requirements of
the job.
STEPS IN THE SELECTION PROCESS

5. Background investigation: This step is used to

check accuracy of application form through former employers and
references.
Verification of education and legal status to work
Credit history
Criminal records is also made.
Personal reference checks may provide additional insight into the
information furnished by the applicant and allow verification of its
accuracy.
STEPS IN THE SELECTION PROCESS

6. Conditional Job Offer:. Initially the conditional job

letter is offered that is followed by the physical exam/test.

7. Physical Exam: After the decision has been made to

extend a job offer, the next phase of the selection process involves the
completion of a physical examination for the successful applicant.
Typically, a job offer is contingent on successfully passing this
examination. Substance Abuse Screening – Because drug abuse is a
serious problem for employers, it is common practice for most
employers to conduct drug screening just before employees are
formally hired.

D. Permanent Job Offer: If physical test/exam proves

eligibility of the candidate as per requirement of the job, final offer is
made to applicant by the concerned department or supervisor in the
concerned department.