SELECTION

Selection Definition

 It is the process through which the organization decides which

applicant(s) will be hired to fill the job vacancy.

 Applicant(s)/Recruits
Employee(s)/Hires
Considerations To Take Into Account

 EEO and Affirmative Action

 HR Policy

 Internal versus External Selection

 Selection Ratio = Total Number of Applicants Hired / Total Number of Applicants

 Question: Which ration is better? 12/15 or 12/20
 Answer: 12/20 Given that these 20 are qualified applicants
 Selection

Inputs Process
Output
 Organization Strategy 1. Screening of CVs/Job Application Blanks  Hires/Employees
 Job description 2. Employment Tests
 HR Plans 3. Interviews
 Recruits 4. Background and Reference Checks
5. Medical Examination
In case of Internal Selection:
6. Realistic Job Previews (RJP)
 Performance Appraisal
7. Hiring Decision
 Career Development Plans
Selection

1. Screening of CVs/Job Application Blanks

Preliminary Reception of Applicants
Courtesy Interview

 An image and idea about the organization

 Misfits
 Selection

2. Employment Tests

 Test Validity
Examples
 Performance tests The test measures a certain job criterion
 Knowledge tests
 Aptitude tests  Test Reliability
 Cognitive tests
The test yields consistent results
 Motor/physical tests
 Personality tests
 Cut Score
 Psychological tests
A scoring point under which the
 Honesty tests
applicant is rejected
 Selection

3. Interviews

• Individual/One-to-One • Structured/Directive • Selection Interview • Stress Interview

Interview Interview
• Unstructured/ • Supervisory Interview • Situational Interview
• Group Interview Nondirective Interview
• Panel Interview • Semi-structured/ Mixed • Behavioral Interview
• Mass Interview Interview

# of People Who
Structure of Content of the
within the Conducts the
the Interview Interview
Interview Interview
Selection

4. Background and Reference Checks

 Background Checks
 Educational Checks Negligence Hiring
 Criminal Checks
 Financial Checks

 Reference Checks
 Personal References
 Employment References
Selection

Conditional Job Offer

Selection

5. Medical Examination

 Contagious Diseases
 Medical Insurance Package
Selection

6. Realistic Job Previews (RJP)

 The aim is to demonstrate to the candidate the tasks involved and the skills required in the
job they are applying for and then to encourage candidates to assess their own suitability
for the job and to self-select themselves out of the process if they feel that the job is not
suitable for them.

 The research shows that successful candidates have higher levels of organizational
commitment, job satisfaction, performance and tenure in instances where effective job
previews have been used.
Selection

6. Hiring Decision

 It could be taken by:

 HR Manager
 Operating/Direct Manager
 Weighted Decision
 Top Management
Selection

 In case of Internal selection, we may omit:

 Step1: Preliminary Reception of Applicants
 Step 4: Background and Reference Checks
 Step 5: Medical Examination
Selection

 What Is The Next Step

 Thank Those Who are Rejected and Keep Record of Them

 Salary

 Discrete Versus Comprehensive Approach

 In Brief,

Selection

Inputs Process
Output
 Organization Strategy 1. Screening of CVs/Job Application Blanks  Hires/Employees
 Job description 2. Employment Tests
 HR Plans 3. Interviews
4. Background and Reference Checks
In case of Internal Selection: Conditional Job Offer
 Performance Appraisal 5. Medical Examination
 Career Development Plans 6. Realistic Job Previews
7. Hiring Decision