EMPLOYEE SELECTION

& SHRM

Lecture- 6
Selection
• Selection is the screening & filtering process of job
applicants who have been invited to apply for the vacant
positions through which the process comes to an end.
• Selection is the process by which candidates for
employment are divided into two classes- those who will
be offered employment and those who will not.
The Selection Process
1. Initial screening
2. Preliminary interview
3. Employment tests
4. Background investigation
5. Selection interview
6. Medical or physical examination
7. Decision
8. Appointment
 Initial screening
SHRM & Strategic Selection
Preliminary
Interview

Testing
Selection
Vision process
Background
Strategic Investigation
business HR HR Plans Recruitment
plan Strategy & Policies process Selection
Interview
Key
stakeholders
Medical

Decisions

Appointment
Selection Decision Strategy
• The strategy for selecting managerial and executive
personnel will differ from that used in selecting clerical
and technical personnel.
• While many factors have to be considered in hiring
decisions, some of the questions that HR stuff must
consider are:
Selection Decision Strategy (cont’d…)
• How close is the “job-fit”?
• What effect will a decision have on meeting affirmative
action goals?
• Should the individuals be hired according to their highest
potential or according to the needs of the organization?
Selection Decision Strategy (cont’d…)
• At what grade or wage level should the individual be
started?
• To what extent should those who are not qualified but are
potential be considered?
• Should over qualified individuals be considered?
The cost of wrong selection
Poor decisions can incur:
• Further recruitment cost
• Training and orientation cost
• Lost opportunity
• Reduced profit
• Loss of competitive advantage
• Reduced internal status
• Weaken workforce
• Waste of time