RAGHAV AGARWAL

BBA CAM–II
 Selection is the process of discovering the
qualifications & characteristicsof the job applicant in
orderto establish their likely suitability forthe job
position.

 It involves steps leading to employment of persons who

possess the ability and qualifications to perform the jobs
which have fallen vacant in the organisation.

 This process could be called as REJECTION since more

candidates may be turned away then hired.

 It divides the candidates in two categories :

-- those who are offered employment.
-- those who will not be.
How to
choose
people
you
want??
 Applications
Screening of Applications
Screening Interviews
Selection Tests
Employment
interview
Reference Checking
Medical
Tests
Job Offer
Applicant
either
accepts or
rejects
the job
Preliminary Interview
 It is to ensure whether the candidate is mentally
& physically fit for the job or not.
 Candidates are asked questions related to their
experience, education, taste, etc.
 It is a brief interview & serves as elimination round
for totally unsuitable candidates.
 Organization will be saved from the expenses of
processing the unsuitable candidate through the
remaining steps of the selection procedure.
 Those who clear the preliminary interview are
asked to
fill in the application form.
 Application Blank

IDENTIFICATION EDUCATION OCCUPATIO MISCELLANEOUS

N
 NAME  EXAMS  PROFESSIONAL  INTERESTS
 AGE EXPERIENCE  HOBBLE
 SEX PASSE  RESPONSIBILI  CULTURAL &
 ADDRESS D -TY HELD SOCIAL
 DEGRE  TIME SPEND ACTIVITIES
 FAMILY
ES IN SERVICE  MEMBERSHIP
PARTICULAR  DIPLO  OF CLUBS ,
REFERENCE
S MAS S PROFESSIONAL
 NATIONALITY  ADDRE  ETC. BODIES
 ETC. SS  ETC.
 COLLEGES &
UNIVERSITIES
ATTENDED
 ETC.
All applications received have to be
scrutinised by the screening committee of
Personnel Department in order to
eliminate those applicants who do not fulfil
Job Requirements.
For Example, where the minimum
qualification for a job is B.Tech., a person
possessing B.A. degree (who might have
applied for the job) will be automatically
INTELLIGENCE ACHIEVEMENT APTITUDE
TESTS TESTS TESTS

PERSONALITY INTEREST
TESTS
TESTS
 Employment Interview
The coverage of the interview may include the following points :
• Experience and Education.
• Previous Employment.
• Gaps In Employment History.
• Information On Health, Domestic & Financial Matters.
• Marital Status.
• Expected Level Of Achievement.
• Extracurricular Activities.
• Strengths and Weakness.
Checking References
There are two types of references :
Character Reference
Experience Reference

 The references may be requested to supply information

regarding behaviour of the applicant.
 Names of those persons should be given in character
references who always write favourably for the
applicant.
 It is very rare to get the frank opinion about the
candidate, even after giving an assurance to the referee
that the information provided will be kept
confidential.
 Medical
Examination
It serves to ascertain the applicant’s physical
capabilities to meet the job requirements.

It serves to protect the organisation from the

unwarranted claims under workmen compensation
laws or against law suits for damages.

It helps to prevent communicable diseases

Appointment Letter &
Placement