Selection interviews ,Background check and

making the job of offers

Presented by
Suzita Thapa
Sujal Shrestha
Sanjeeta Shrestha
Selection interviews

 A selection interview is a free-flowing and

open-ended process used to determine if you are
suitable for a specific job opening.

 The process of choosing the most suitable

candidate for a job from available candidates is
also called selection interview
What are the types of selection interview?
Behavioral Interviews.
Case Interviews.
Stress Interviews.
Competency Based Interviews.
Group Interviews.
Panel Interviews.
Video & Remote Interviews.
Phone Interview
 Behavioral Interviews

Behavior-based interviewing (BBI) is used to assess how you have

handled specific employment related situations in your previous job
which will help them evaluate your future performance. The difference
between a behavior-based interview and a traditional job interview is that
you are asked to describe, in detail, how you have dealt with a certain
situation in the past that is similar to the ones you will be encountering in
the role you are interviewing for.
 Case interviews
During a case interview you will be given a situation and asked
how you would manage that specific situation and/or solve a
business problem. BCG, Bain or McKinsey often use
case interviews to assess candidates’ skills for management
consulting positions. 
 Stress interviews
A stress interview, as the name indicates, is used to assess how you
respond to stress and under extreme pressure. In contrast to other
interview types where hiring managers will make an effort to make you
feel at ease, this is not the case during a stress interview. 
During this type of interview hiring managers will be trying to gauge how
well (or badly) you would handle certain stressful situations at work
 Competency based interviews
Competency based interviews are also known as “structured interviews” and are
used by hiring managers to assess your soft skills and interpersonal
competencies. The skills and competencies you are assessed against vary
depending on the position you are interviewing for. Skills and competencies you
might be asked to demonstrate are:
• communication
• Decisiveness
• Leadership
• Team work
• Resilience
 Group interviews

As the name indicates, this type of job

interview means multiple candidates are
being interviewed at the same time and is
often used if the company is hiring for
more than one position. 
 Panel interview

During a panel interview, you will be

interviewed by multiple interviewers from
the same organization and/or an external
company. The goal of this type of interview
is to minimize the risk of a bad hire. 
 Video and remote interviews
Video and remote interviews, when the applicant and interviewer are
separated by distance, have become much more common. Video
interviews can either be with the hiring manager or a recruiter and
they can be either in person or ‘on demand’. On demand means you
will record your responses to a number of interview questions for the
hiring manager to review
 Phone interviews

Phone interviews can often be one of the first

steps in your interview process. More and
more, companies are carrying out pre-
interview telephone screening before inviting
the person for a face-to-face interview, so it’s
crucial you are fully prepared to speak over
the phone.
 Background check
They can perform various types of background checks on hundreds of
employees in an efficient and cost effective mA background checking
service provider can help HR and recruitment agencies make fast hiring
decisions.
aner.
They usually have automated, secure platforms.
Background checks can be performed manually or automatically. Because it
searches many databases rather than depending just on human input, the
automated technique, which is typically employed by background screening
companies, is both faster and more accurate than manual checking
 Importance

Background checks are an important step in the hiring process. They as

Background checks enable HR and recruitment professionals detect
prospective hires who might be a threat to the security, success, or safety of
the firm.
sist hiring managers and recruiters in making more secure selections
regarding the people they choose to offer internships or temporary contracts
to. They assist HR departments and recruitment firms in getting a sense of
the candidate's history, which aids them in making wise judgments.
Background checks give a thorough account of all the unfavorable aspects
of a candidate's past, thus it is essential that HR departments and
recruitment firms take their time to conduct them correctly
  Types of background check using HR
company
A. Employment reference check
Hiring manager conduct employment reference checks and request
references from former employers or superiors. They can learn more
about their employment history and previous positions as a result.

B. Reference Checks/Character Checks

Reference checks are required of third party sources, who are asked to
comment on the applicant's soft abilities. These tests can give insight into
a person's personality or character that may not have been apparent during
an interview process.
C. Educational Verification
Employers may want to confirm whether a candidate attended college or
university and that they did earn a qualification in order to make sure
they meet the standards established by the business. To achieve this, get
in touch with universities and ask for copies of transcripts, diplomas, or
degrees.
D . Background checks for crimes
A criminal background check may be performed to ensure that a person
has no past record for a crime, is not currently wanted by any law
enforcement authorities on a warrant, and has not been charged with a
crime within the previous ten years. Employers can learn whether a
potential employee has a history of incidents that could be detrimental to
their business by doing a criminal background check. Typically, a
criminal background check is conducted by getting in touch with a local
law enforcement agency and asking them to examine public records on
the employer's behalf.
 Making Job Offer

• Making a job offer involves extending an offer of employment to a

candidate who has been selected for a position. This typically involves
outlining the terms of the job, including the job duties, salary, and
benefits, and asking the candidate if they accept the offer.
 Steps of Job Offer
Here are the steps for making a job offer:

Review the job requirements and the qualifications of the candidate to

ensure that they are a good fit for the position.
Consider any negotiations with the candidate regarding salary,
benefits, and other terms of employment.
Prepare a written offer letter that outlines the details of the job and
any additional information the candidate may need, such as start date
and location.
Present the offer to the candidate and give them time to consider it.
Once the candidate has accepted the offer, provide any necessary
paperwork and onboarding information.
 Importance of Job Offer

It provides the candidate with information about the terms of the job,
including the duties, salary, and benefits.
It allows the candidate to decide if the job is a good fit for them, and to
negotiate any terms that they are not comfortable with.
It sets the stage for the employment relationship, and helps to establish
clear expectations and boundaries from the start.
It helps to build trust and commitment between the employer and
employee, as both parties are agreeing to the terms of the employment.
It helps to avoid misunderstandings and conflicts later on, as the terms
of the job are clearly outlined in the offer letter.