Selection

Definition

• Selection is defined as choosing the most suitable

candidate for a job from among the available
applicants

• It is the process of ascertaining the qualifications,

experience, skill, knowledge, etc of an applicant with
purpose of determining his suitability for a job
 Selection
• It is the process of screening job applications to ensure that the most
appropriate candidates are hired.
- Steven P. Robbins & Mary coulter
• The activities follow a standard pattern, beginning with an initial screening ,
interview and concluding with final employment decision.
• It consist of seven steps
initial screening
completion of application form
Employment test
Comprehensive interview
Background investigation
Physical examination
Final employment
a. Initial screening:- In this step we can eliminate some of the
respondents who do not meet the criteria.
b. Completion of application form:- Here the applicants are provided
with application form to be filled by them. It consists of details like
name, address , etc
c. Employment test:- different test pertaining to aptitude, intelligence,
interest etc are conduct as part of selection process
d. Comprehensive interview:- The formal interview is conduct to know
the character, knowledge, motivation and other abilities of the
prospective employee.
e. Background investigation:- In this process applicants background in
verified by contacting the previous employer with regards to the
appraisals, performance and personal references and education
verification is also done.
f. Physical examination:- The last step is having applicant to take physical
exam.
g. Final employment decision:- the one who completes the above process
are provided with employment in the organization.
 Intelligence test
Aptitude test
Mechanical
Psychomotor
Clerical test

achievement test
Job knowledge

.
Work sample test

Types of test Situational test

Group discussions
In basket

Interest test

Personality test Objective test

Projective test
• Aptitude test:- it measures whether the individual has capacity to learn
if given adequate training. It is divided into general , mental ability and
intelligence and specific aptitude.
a. Intelligence test:- It measures IQ of candidate which include the
reasoning, word fluency, number ability etc.
b. Mechanical aptitude :- it measures spatial visualization, perceptual
speed, it is useful in selecting apprentice, technicians etc.
c. Psychomotor test:- it measures manual dexterity, motor ability and eye
hand coordination of candidates.
d. Clerical aptitude test:- it quantify specific capacities involved in office
work, computation, etc.
. Achievement test:- it is conducted to test the claim that candidate
specify during the selection process.
e. Job knowledge test:- here the candidates knowledge about specific job
is tested
f. Work sample test P:- in this actual work is given to the candidate to do
it.
• Situational test:- it evaluates the candidate in real life situation or solve
critical solution of the job.
a. Group discussion:- in this group of candidates are allowed to discuss
about the problem during which they are observed in areas of
initiation, leading, oral communication, coordination, negotiation
skills.
b. In basket:- in this candidates is supplied with actual letters, telephones,
telegraphic messages, organization information, paper and other
stationary etc. the is asked to take decision on various item based on
the basket information regarding requirement in the memorandum.
. Interest test:- these are tests to know the likes and dislikes of candidate in
relation to work, hobbies etc. it shows whether the candidate is
interested or disinterested in work.
. Personality test:- these test are concentrated towards the emotional
stability, value system, maturity levels, socialibility, confidence,
empathy, integrity impulsiveness etc.
a. Objective test
b. Projective test
 A. Preliminary interview a. informal
b. unstructured

B. Core interview
a. Back ground information
b. job & probing
c. stress interview
d. GD
Types of interview e. Formal & structured
f. panel interview
g. depth interview

C. Decision making interview

• Preliminary Interview
a. Informal interview:- It is interview conducted by any body, any place, to know
information on non job related things. Eg. When candidate meet manager in
response to Ad. Such interview is called informal interview.
b. Unstructured interview:- In this candidate is given freedom to tell about himself
and reveal his knowledge on various items, interest, etc. it provides information
on items required by candidates.
. Core Interview
c. Background information interview:- it is intended to collect the information
which is not available in application bank to check the information provided in
application bank regarding education, family, health, hobbies , etc.
d. Job and probing interview:- It aims to test the candidates job knowledge about
duties, activities etc.
e. Stress interview:- It test’s candidate job behavior and level to withstand stress
and strain. Interviewer test the applicant by criticizing opinions, asking
unrelated questions, etc.
f. GD:- It is of two types
i. Group interview
ii. Discussion method
• Group interview method:- In this candidates are brought into one room
and are interviewed one by one.
• Group discussion:- In this one topic is given to all the candidates for
discussion. It helps to ascertain certain skills like initiation, interpersonal
skills, presentation, leading etc.
• Formal & structured interview:-
In this all formalities like fixing values, time, panel of interviewers etc. are
followed in conducting the interview. The course of interview is
preplanned and structured in advance, depending on job requirement.
Panel interview:- A panel of experts, specialized in different areas/fields/
disciplines interview the candidates. Depending on judgement by experts
is taken into consideration for selecting the candidate.
Depth interview:- The candidate would be examined extensively in areas of
knowledge and skills of job. Experts in that particular field poses relevant
questions to the extract the critical answers.
eg. What goal have you set for yourself?
Decision making interview:- after candidate is examined by experts including
line manager, the HOD concerned interviews the candidate through
informal discussion. It is intended to know the interest of candidate in job,
organization, working coditions, career planning etc
Medical examination:- certain jobs require certain physical qualities like clear
vision, medical fit-ness test or to know psychological condition of the
applicant.
Reference check:- After completion of medical examination the personnel
department engages in checking the references of candidates . The
references could be previous employers, or individual with the candidates
in academics to verify the info. Provided by the applicant.
Employment:- the last step is to intimate the applicant about result and
giving/ sending the appointment letter immediately or depending on
schedule.
PLACEMENT
The assignment of a particular job to a newly appointed employee is the placement.
– Dale Yoder

‘ It is the determination of the job to which an accepted candidate is to be assigned

and his assignment to that job.’

Placement process
Collect the details of the employees

Construct the employee profile

Match b/t sub-group profile and individual profile

Compare sub-group profile to job family profile

Match between job family profiles and sub-group profiles

Assign the individual to job family

Assign the individual to specific job after further counseling an assessment

• Induction
- It is process of receiving and welcoming an employee when he first joins
the company and giving him the basic information so that the employee
would settle down quickly and happily and start work.
It includes giving lectures, hand books, presentations about the company and
seminars by senior management about the following aspects
- About the companies history, objectives, vision, mission, policies,
procedures, rules, regulations etc.
- About the different business operations, departments, supervisors,
subordinates etc
- Work rules, code of conduct, ethics, health and safety.
- Pay roll, allowances, deductions etc
- Education, training and development, career development
- Annual reports,, company’s performance
 process
• General orientation
• Department orientation
• Job specific orientation
• Objectives of induction
• Putting new employees at ease.
• Creating interest about the job and company.
• Basic information about working conditions
• Indicating standards of performance, expectations etc.
• To minimize reality shock caused due to incompatibility caused due to
actual performance of candidate and expectation of company.
Advantage
- Decrease the dissatisfaction and grievances
- Develop sense of belongingness.
- Quick adjustment to the environment.
 Selection Method Standard
• Reliability: Consistent results across different
situations and times. The methods are

 Test-retest approach: Same test taken twice

 Parallel-form method: Two similar but separate forms

 Split-halves procedure: Test is divided into two parts

 Validity
• Validity is the degree to which success in the test
reflects success in the job. The methods are:
 Criterion Validity: Correlation between scores on
one measure in selection method and scores on the
corresponding measure of job performance
 Content Validity: Extent to which content is the
representative of important aspects of job
performance
 Construct Validity: Extent to which a selection
method measures the degree of identifiable
characteristics in candidates
 Selection method standards(Continued)

• Generalizability

• Utility

• Legality
 Application Blank/Forms
• Application form is a formal record of an individual’s
appeal or intention for employment. The items that
appear on the form are:
 Personal information
 Educational Qualification
 Work experience
 Salary
 Personality items
 Reference Checks
 Evaluation of Application forms

• Clinical Method: All the information furnished by the

applicant in the application form is analyzed and
inferences are made about the applicant’s personality
and his/her job success

• Weighted Method: Certain points or weights are

assigned to each item in the application form that
differentiate between the characteristics of successful
and unsuccessful candidates