SELECTION

Shifali Garg
MBA
NCCE
SELECTION is the process of choosing the most
suitable persons out of all the applicants.

It is the process of wedding out unsuitable

candidates and finally identify the most suitable
candidate
Selection involves a series of steps by which
candidates are screened for choosing most suitable
persons for vacant posts. It is done by evaluation of
qualification, experience & other information provided
by candidates. The object underlying selection process
is eliminated of those judged unqualified to meet job
& organization requirements. Thus it tends to be a
negative process as it rejects good proportion of those
who apply.
Selection Vs Recruitment
 Selection.
 It is a process of choosing the best
out of those recruited.
 It is negative as it rejects a
Large number of applicants to
identify the few who are suitable
for the job.
 It involves comparison and choice
of candidates
 It is the second phase which
involves various types of tests to
candidates and interviewing.
 Recruitment
It involves identifying the sources
of manpower and stimulating
them to apply for the jobs in the
organization.
It is positive as it aims at
increasing the number of
applicants for wider choice
It involves searching
It is the first phase .
Organization for Selection
 Until the basic hiring process was performed in rather unplanned
manner in many organization . Some companies will hire screen,
interview their own employees. Not any but now Selection is
centralized & is handling by HRD. This arrangement is preferred
because of following advantages:-
 1. It is easier for the applicant as they can send their applications
to single centralized department.
 2.It involves mutual decision making
 3. The org. can decides whether or not to make a job & how
attractive the offer should be.
 4. Candidate can also decide whether or not the org. & job offer
fit for his needs & goals.
 5. It can provide better selection.
Selection Process

External Environment

Internal Environment

Preliminary Interview

Selection Test

Employment Interview

References & Background Analysis

Selection Decision

Physical Examination
Job Offer
Employment Contract
Evaluation
1) Preliminary Screening:-
 
a) Receive of application:-
Selection process starts with receipt of application by personnel
department.
b) Scruitiny:-
All applications received are scrutinized to find out whether
candidates fulfill minimum academic qualification & other
requirements.
c) Preliminary Interview:-
 
It eliminates unqualified candidate
Application Blank:-

 If candidate appears to have some chance of being

selected, he is given prescribed application form known as
“application Blank.” Application blank is a personal history
question are. Application blank consist of following
particulars usually. Indentifying information such as name,
address, age marital status, educational qualification, work
experience etc, candidates are usually ask to fill up the
application form in their own hand writing.
 
Employment test:-
 
Candidates who meet minimum requirements appear
written or oral tests as means of examining suitable for
job. The various test include intelligence test ,aptitude
test, general personality test, psychological test and
proficiency test depending on job requirements. Some
organisation may hold one or more test while some
other may not hold test at all. Much depends on policy
of top management, nature of jobs and availability of
candidates.
. Selection interview:-
 
 It basically consist of conversation between
employer and prospective employee. The selectors ask
for job related and some general questions and see the
response of candidates it helps in acessing candidates
strength and a weaknesses. Candidates interact with
selector and the letter gets a first hand idea of
personality and other qualities of candidates.
Candidates also get a chance to seek information about
enterprise, nature of the job, prospects of promotion.
 Medical Examination
 .Physical fitness
 It reveals existing disabilities and provides a record of
the employees health at the time of selection
 It prevents employment of people suffering from
contagious diseases.
Reference checks
Applicant is asked to mention in his application
form ,the names ,addresses of two or more persons
who know him well.
 Final Approval:The candidates shortlisted are finally
approved by executives of the concerned department.
 Employment: offer letter, contract of service on
judicial paper.
TYPES OF TESTS
 Tests
Aptitude Test: Mental or intelligence test(persons word fluency, memory,
speed of perception, visualisation etc.)
Mechanical Test(specialised knowledge for techniques,technical
vocabulary,problem solving ability,visual insights )
Psychomotor test( person`s ability to perform a particular
job,mental ability,necessary for those who had to perform repetitive jobs)
Achievement test: Job knowledge test(judge proficiency in
typing,shorthand,operating calculation,dictating etc.)
Work Sample test ( e.g.: a typing test)
Personality Test: Objective test(self sufficiency, optimism, self confidence..)
projective test
Situation Test
Interest Test