Selection ProcessSelection ProcessKunal UpadhyayKunal Upadhyay

Happiness is not something readymade.  It comes from your own actions. –Dalai Lama

Meaning• Selection has been regarded as the most

important function of HR department. It ensures the organization that; it has right number, right kind of people at the right place and at the right time.

• “It is the process of differentiating between applicants in order to identify (and hire) those with the greater likelihood of success in a job”

Selection ProcessSelection Process1. Preliminary Interview 2. Selection Tests 3. Employment Interview 4. Reference and Background Checks 5. Selection Decision 6. Physical Examinations 7. Job Offer 8. Contract Of Employment 9. Evaluation of Selection program

Cont…

• Preliminary Interview: – The purpose of this interview is to analyze the

applicants, i.e. elimination of unqualified applications

• Selection Tests: – Different types of selection tests may be

administrated, depending on the job and the company. Generally tests are used to determine the applicant’s ability, aptitude, and personality.

Cont…• Ability Test– Assist in determining how well an individual can perform

tasks related to the job• Aptitude Test – Helps determine a person’s potential to learn in a given

area• Personality Test– To measure a prospective employee’s motivation to

function in a particular working environment • Interest Test– To measure an individual’s activity preference. These test

particularly useful for students considering man careers

Cont…

• Graphology– Test that seeks to predict success or failure through

one’s Handwriting. Its vastly used in the U.S • Polygraph Test– Are designed to ensure accuracy of the information

given in the application. Banks, treasury office and jewelers shops

• Medical Test– make known physical fitness of a candidate

Cont…• Choosing Test– Test must be chosen based on the criteria of reliability,

validity, objectivity and standardization• Reliability– Refers to standardization of the procedure of administrate

ring and scoring the test results• Validity– Test which helps predict whether a person will be

successful In given job• Objectivity– When two or more person can understand the result of

same test and derive the same conclusion• Standardized– Standard condition to a large group of person who are

representatives of the individual for whom it is intended

Cont…

• Employment Interview: – The next step in the selection process is

employment interview, an interview is conducted at the beginning, and at the selection process of the employment interview can be one- to-one interview or panel interview.

Types of Types of Employment InterviewEmployment Interview

One to one InterviewSequential Interview

Panel Interview

Cont…Types Type of Questions Usual Applications

StructuredStructured A predetermined checklist of questions asked of all applicants

Useful for valid results, especially when dealing with large num. applicants

UnstructuredUnstructured Few, planned questions, made up during the interview

Useful when the interviewer tried to analyze personal detail

MixedMixed A combinations of structured and unstructured questions, that usually done in practice

A realistic approach that yields comparable ans. Plus in depth insights

cont…Types Type of Questions Usual ApplicationsBehavioralBehavioral Question limited to

hypothetical situations, evaluation is base on the solution and approach of the applicant

Useful to understand applicant’s reasoning and analytical abilities under self-effacing

StressfulStressful A series of harsh, rapid fire questions intend to upset the applicants

Useful for stressful job, such as handling the complaints

Cont…

• Reference and Background Checks: – Many employers request names, address,

telephone numbers or references for the purpose to verify information and gaining additional background information of an applicant.

Cont…

• Selection Decision: – Selection decision is the most critical of all steps in

selection process. The final decision has to be made from the pool of individuals who pass the tests, interviews and references checks.

• Physical Examinations: – After selection decision and before the job offer is

made, the candidate is required to undergo a physical fitness test. A job offer is often; contingent upon the candidate being declared fit after the physical examinations.

Cont…• Job Offer: – The next step in selection process is job offer. Job

offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty

• Contract Of Employment: – Basic information is written in Contract of

employment that varies according to the levels of job. After the offer and acceptance of the job certain document is the attestation form.

Cont…• Evaluation of Selection program: – The broad test of effectiveness of the selection

process is a systematic evaluation .a periodic audit is conducted in the HR department that outlines and highlights the areas which need to be evaluated in the selection process

Guidelines to Interviewers

Do’s Don'ts

Plan for the interview Start the interview unprepared

Establish an easy and informal relationship

force too quickly into demanding questions

Encourage the candidate to talk Ask leading questions

Cover the ground as planned Jump to conclusion on insufficient evidences

Probe where necessary Pay too much attention to isolated strengths or weaknesses

Analyses career and interests to reveal SW, patterns of behaviors

Allow the candidate to gloss over important facts

Maintain control over direction and time taken for the interview

Talks too much

Orientations• Orientation is a systematic and planned

introduction of employees to their jobs, co workers and organization, also called induction

Purpose of Orientation

• Idea to make new employees feel ‘at home’

• How well they will perform the job

• Compare them with more experience

employees

• Imagination to realistic

Strategies for Orientation Strategies for Orientation