selection process, features and examples
TRANSCRIPT
SelectionA PRIME DETERMINANT OF SUCCESS
Introduction
Image of the company nature of job etc influence the response of job applicants to the recruiting efforts of a company
recruitment attracts prospective applicants Recruitment provides a pool of applicants for
selection
Definition
According to Thomas ldquoSelection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a jobrdquo
Meaning
To select means to choose Selection involves picking individuals who have
relevant qualifications to fill jobs The basic purpose is to choose the person who
can most successfully perform the job
Purpose Donrsquot Buy Bad Apples
Pick up the most suitable candidate To achieve this goal company obtains and
assesses information about the applicants (age qualifications skills experience etc)
How well an employee is matched to a job is important
Any mismatch can cost the organization badly
Putting brakes to negligent hiring
bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004
Case study - 1
What do you think is the main cause for the problem
As an HR manager what steps would you take to solve this problem at Wal-Mart
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Introduction
Image of the company nature of job etc influence the response of job applicants to the recruiting efforts of a company
recruitment attracts prospective applicants Recruitment provides a pool of applicants for
selection
Definition
According to Thomas ldquoSelection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a jobrdquo
Meaning
To select means to choose Selection involves picking individuals who have
relevant qualifications to fill jobs The basic purpose is to choose the person who
can most successfully perform the job
Purpose Donrsquot Buy Bad Apples
Pick up the most suitable candidate To achieve this goal company obtains and
assesses information about the applicants (age qualifications skills experience etc)
How well an employee is matched to a job is important
Any mismatch can cost the organization badly
Putting brakes to negligent hiring
bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004
Case study - 1
What do you think is the main cause for the problem
As an HR manager what steps would you take to solve this problem at Wal-Mart
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Definition
According to Thomas ldquoSelection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a jobrdquo
Meaning
To select means to choose Selection involves picking individuals who have
relevant qualifications to fill jobs The basic purpose is to choose the person who
can most successfully perform the job
Purpose Donrsquot Buy Bad Apples
Pick up the most suitable candidate To achieve this goal company obtains and
assesses information about the applicants (age qualifications skills experience etc)
How well an employee is matched to a job is important
Any mismatch can cost the organization badly
Putting brakes to negligent hiring
bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004
Case study - 1
What do you think is the main cause for the problem
As an HR manager what steps would you take to solve this problem at Wal-Mart
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Meaning
To select means to choose Selection involves picking individuals who have
relevant qualifications to fill jobs The basic purpose is to choose the person who
can most successfully perform the job
Purpose Donrsquot Buy Bad Apples
Pick up the most suitable candidate To achieve this goal company obtains and
assesses information about the applicants (age qualifications skills experience etc)
How well an employee is matched to a job is important
Any mismatch can cost the organization badly
Putting brakes to negligent hiring
bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004
Case study - 1
What do you think is the main cause for the problem
As an HR manager what steps would you take to solve this problem at Wal-Mart
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Purpose Donrsquot Buy Bad Apples
Pick up the most suitable candidate To achieve this goal company obtains and
assesses information about the applicants (age qualifications skills experience etc)
How well an employee is matched to a job is important
Any mismatch can cost the organization badly
Putting brakes to negligent hiring
bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004
Case study - 1
What do you think is the main cause for the problem
As an HR manager what steps would you take to solve this problem at Wal-Mart
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Putting brakes to negligent hiring
bull After facing trouble due to crimes perpetrated by employees with previous history of sexually related offences Wal-Mart came out with a new programme of criminal background checks for qualified candidates in 2004
Case study - 1
What do you think is the main cause for the problem
As an HR manager what steps would you take to solve this problem at Wal-Mart
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Case study - 1
What do you think is the main cause for the problem
As an HR manager what steps would you take to solve this problem at Wal-Mart
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Features of selection
It is an expensive process It is a time consuming process It is a negative function It is preceded by recruitment
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Process of selection
Step 9 Intimation
Step 8 Hiring Decision
Step 7 Reference checks
Step 6 Medical examination
Step 5 Selection interview
Step 4 Selection Tests
Step 3 Application Blank
Step 2 Screening Interview
Step 1 Reception
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 1 Reception
In order to attract people with talent and skills a company has to create a good impression from stage 1
Employment possibilities must be presented honestly and clearly
If vacancy is not available then the applicant may be asked to contact the HR Department after a suitable period has elapsed
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 2 Screening interview
It is done to cut the costs by allowing only eligible candidates to go through further stages
The applications are examined by a junior executive from the HR Department
It is also called ldquocourtesy interviewrdquo
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 3 Application Blank
It is one of the most common methods to collect information of the candidates
It is a brief history sheet of the employeersquos background
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Contents of application blanks
Personal data (address etc) Marital data Physical data (height weight) Educational data (levels of formal education etc) Employment data (past experience promotions) Extracurricular activities data (NSS NCC leisure
time activities) References (names of two or more people who
certify the suitability of an applicant to the advertised job)
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 4 Selection Tests
A selection test is used to measure a candidatersquos behaviour performance or attitude
It is standardized in order to ensure uniform assessment
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Types of tests
Intelligence tests
Aptitude tests
Personality Tests
Achievement tests
Simulation tests
Assessment centre
Graphology tests
Polygraph tests
Integrity tests
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 5 Selection interview
Interview is an oral examination of candidates Its purpose is sharing of information It is the most essential step in selection
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Types of interviews
The Non-directive interview The directive or structured interview The situational interview The behavioural interview Stress interview Panel interview
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 6 Medical examination
bull Certain jobs requires physical qualities like clear vision high stamina clear tone of voice etc
bull A Medical examination reveals whether the candidate possesses these qualities
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Medical examination can give the following information
Whether the applicant is medically suitable for a specific job or not
Whether the applicant suffers from bad health which should be corrected before he can work satisfactorily (need for spectacles)
Whether the applicantsrsquo physical measurements are in accordance with job requirements or not
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 7 Reference checks
Candidates are required to give the names of two or three references in their application forms
Information may be collected from previous employer or from co-workers
Telephone call or e-mail is used
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Beware of Credential Fraud
bull George OrsquoLeary was hired as Notre Damersquos Football coach He was forced to resign after five days when it was revealed that he lied about having a masterrsquos degree from NYU
bull Sandy Baldwin was forced to resign as Chief Executive of the US olympic Committee when it was discovered that she lied about having an UG degree from the university of Colorado and a doctrate from Arizona
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Beware of Credential Fraud
Neil Taylor Chief executive of the Shrewsbury and Telford Hospitals NHS trust in the UK was forced to resign when it was found that he had lied about having a management degree from Nottingham university
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Credential Fraud in India
In March 2006 Wipro fired 25 employees after an internal audit revealed lies on their CVrsquos The next day the company filed police complaints not only against the employees but also against the hiring agencies that hired them
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Credential Fraud in India
IBM had to dismiss more than 700 employees overnight when it found employees with fake CVrsquos
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 8 Hiring Decision
The concerned line manager takes this decision The decision is taken after soliciting the required
information gathered through different techniques discussed earlier
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Step 9 Intimation
bull Intimation to both successful and unsuccessful candidates
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Selection process of global giants
bull It uses extensive psychometric instruments to evaluate short-listed candidates
bull It uses occupational personality questionnaire to understand candidatersquos personal attributes
bull It uses occupational testing to measure competencies
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
Sources
Personnel and human Resource management ndash P Subbarao (5th Edition)
httphrtrendinstitutecom20150813trends-in-recruitment-and-selection-new-infographicprettyPhoto[galname]0
Slide Share Articles Online research Articles D Callahan ldquoResume Paddingrdquo in
wwwcheatingculturecom wwwcnncom wwwbackgroundcheckingcoun
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-
- Selection
- Introduction
- Definition
- Meaning
- Purpose Donrsquot Buy Bad Apples
- Putting brakes to negligent hiring
- Case study - 1
- Features of selection
- Process of selection
- Step 1 Reception
- Step 2 Screening interview
- Step 3 Application Blank
- Slide 13
- Contents of application blanks
- Step 4 Selection Tests
- Types of tests
- Step 5 Selection interview
- Types of interviews
- Slide 19
- Step 6 Medical examination
- Medical examination can give the following information
- Step 7 Reference checks
- Beware of Credential Fraud
- Beware of Credential Fraud (2)
- Credential Fraud in India
- Credential Fraud in India (2)
- Step 8 Hiring Decision
- Step 9 Intimation
- Selection process of global giants
- Slide 30
- Slide 31
- Sources
- Slide 33
-