1. Selection
Definition:
“To select mean to choose. Selection is
the process of picking individuals who
have relevant qualifications to fill jobs in
an organization. The basic purpose is to
choose the individual who can most
successfully perform the job from the pool
of qualified candidates”

2. Effectiveness of Selection
• Requirement to the Job clearly specified
• Employee specification should be clearly
specified
• Candidates for screening have been
attracted

3. Essential of Selection
• Someone should have the authority to
select
• There must be some standard for
Selection
• Availability of Sufficient number of
applicants
• Person Job fit
• Person Organization fit

4. Significance of Selection
• It is crucial and Complex function
• It is a continuous Function
• It is goal oriented
• Environment of organization depends on
effective Selection Process
• Effects Employer and Employee relationship
• It is an Asset building activity
• It helps in smooth flow of production.
• It helps in economy of the organization

5. Steps in Selection
1. Job Analysis
2. Recruitment
3. Application From
4. Written Examination
5. Preliminary Interview
6. Group Discussion
7. Tests
8. Final Interview
9. Medical Examination
10.Reference Check
11.Line Managers Decision
12.Employment

6. Job Analysis provides the following information:
• Job Identification
• Significant Characteristics
• What typically the worker does
• Job duties
• What material the worker uses
• How the Job is performed
• Required Personal Attributes
• Job Relationship

7. Techniques of Job Analysis
• Interviews
• Direct Observation
• Maintenance of Records
• Questionnaires
• Critical Incidence Method

8. 2. Recruitment
Recruitment is the process of searching for
prospective employees and stimulating them to apply
for jobs in the organizations.
Selection starts where recruitment ends

9. 3. Application From:
• It is also known as Application Blank
• It is to secure information from Prospective
Candidates
• Serves to Screen Candidates
• Different Application form for different job
• Different companies has different Application Form

10. Contents of Application Form:
• Personal Background Information
• Educational Attainments
• Work Experience
• Salary
• Personal Items
• References

11. Evaluation of Application Form:
Clinical Method: Taking the help of the Psychologist
Weighted Method: Weightage given to the answers
given by the interviewee
Biographical Inventories: Selection / Promotion
within the organization.

12. 4. Written Examination:
• Aptitude Test
• Reasoning Test
• Knowledge in various disciplines
• General Knowledge
• English Language

13. 5. Preliminary Interview:
It may be conducted by some assistant in
HR department to match the person for
suitability of the job or generally to extract
more information from the prospective
candidates

14. 6. Group Discussion:
To measure candidates compatibility
To measure his IQ
To measure his Interaction with others
To measure his Language and Flow
To study Body Language
To study persons attitude

15. 7. Tests:
Concepts of Testing:
Reliability: If a person obtains score almost
equal or nearing to equal in two or different test,
then it can be termed as reliability
Validity: If the candidates test result matches
the organization requirement, then it can be
termed as validity.

16. Types of Tests:
1. Aptitude Tests
2. Achievement Tests
3. Situational Tests
4. Interest Tests
5. Personality Tests

17. Aptitude Test:
• Intelligence Test:
• Mechanical Aptitude Test
• Psychomotor Test: Like eye hand coordination etc
• Clerical Aptitude Test

18. Achievement Tests:
Job Knowledge Test: This is conducted to know his
previous ability in the work
Work sample test: Actual work is given and measured

19. Situational Test:
Group Discussion: Measured in terms of initiative,
leading, idea generating, communicating skills,
coordination and conclusion skills
In Basket: Topic given in the basket, the candidate
has to pick one to take a decision on it.

20. Interest Test:
• It is to check likes and dislikes of candidates in
relation to work, hobbies and recreational
activities.
• The assumption high correlation between his
interest and job success.

21. Personality Test:
Thematic Aperception Test: Candidates shown
a picture and asked to write an essay on it
Ink Blot Test: The candidates need to see a
picture and need to make meaningful concept
out of it.

22. Other Test:
Cognitive Ability Test
Wechsler Adult Intelligence Scale
Wonderlic Personnel Test
Polygraph Test
Honesty Test

23. 8. Interviews
Types of Interview
• Preliminary Interview
– Informal Interview: Conducted anywhere
– Unstructured Interview: Candiate talks about
him self
• Core Interview
– Background Information Interview
– Job and Probing Interview

24. – Stress Interview
– Formal and Structured Interview
– Group Interview
– Panel Interview
– Depth Interview
• Decision Making Interview

25. Interview Process
Preparation for the Interview:
1. Choose the appropriate type of interview
2. Identity knowledge, skill to be examined
3. Define the type and number of interviewer
Use of Psychologists
Psychologists should be competent interviewer
Experienced Psychologists are more helpful
Psychologists are additional source of information

26. 4. Review of the information collected
Accuracy and validity
Find out stability
Compare previous experience
To check employee growth
5. Decide upon administrative arrangements
6. Finalize physical setting
7. Determine the coverage of interview

27. Conducting of an Interview
1. Open the interview
2. Get complete and accurate information
- Alert for pauses
- To use common language
- Ask direct questions
- To frame questions for elaborate answers
3. Recording of observations and impressions
4. Guide the Interview
To have sufficient discussion
to lead the applicant tactfully

28. 5. Check the success of an Interviewer
1. Making favorable impressions
2. Not making judgments in the beginning
3. Putting candidate at ease
4. Avoiding unnecessary interference
5. Taking notes
6. Giving opportunity to ask questions
7. Closing interview pleasantly

29. Closing the Interview
Should get closed at the appropriate time after
making all the notes
Evaluation of the Interview
The evaluation is based on
Observation, information collected, expressions
etc.

30. Guideline for Effective Interview
• Interviewers should be of higher calibers
• Adopting right kind of interview technique
• Studying background information
• Evaluating the traits
• Interview should be held on organizational requirement
• Time management technique
• Should have checked reliability and validity
• To respect interviewee
• Inform the interviewee the purpose
• Making interviewee to feel ease
• To encourage interviewee to speak freely
• No personal biases

31. 9. Medical Examination
Medical examination gives the following
If applicant is medically fit
To find out psychologically attitude
Measures applicant physical measurement
To check special senses of the candidates

32. 10. Reference Check
It is obtained from previous employer
It is obtained from applicants known people except relative
Even previous company worker holds good
Information obtained on the following area
Job title
Job description
period of employment
Pay and allowances
Rate of absence
It is obtained through
Email
Sending Mails
Telephones
Hiring outside agency

33. 11. Line Manager Decision
The final decision taken by line manager
after considering:
Economic Implication
Social Implication
Behavioral Implication

34. 12. Employment
It concludes with
Issuing an Offer Letter
Reporting to duty
Issuing an Appointment Letter

35. Placement
• Placement is a process of assigning a
specific job to each of the selected
candidates.
• It involves assigning a specific rank
• It involves assigning responsibility to an
individual.
• It implies matching the requirements of a
job with the qualifications of the candidate

36. The organization decides final placement
after initial training is over
Employee is generally put in probatinonary
between 6 months to 1 year.

37. Induction
• Once an employee is selected and placed on an
appropriate job, the process of familiarizing him
with the job and the organization is known as
induction.
• Induction is the process of receiving and
welcoming an employee when he first joins the
company and giving him basic information he
needs to settle down quickly and happily and
stars work.

38. Objectives of Induction
To help the new comer to overcome his shyness and
overcome his shyness nervousness in meeting new
people in a new environment.
Putting employee at ease
To give new comer necessary information such as
location of a café, rest period etc.
To build new employee confidence in the organization.
Creating interest in the Job and the company

39. It helps in reducing labor turnover and absenteeism.
It reduces confusion and develops healthy relations in
the organization.
To ensure that the new comer do not form false
impression and negative attitude towards the
organization.
To develop among the new comer a sense of belonging
and loyalty to the organization.
Provide basic information about the work

40. Induction covers the following:
• About the Company
• About the Department
• About the Superiors, Subordinates, peers etc