Have been under pressure to hire candidates at short notice; Have been influenced by the behavior of the candidates

s (how he has answered, his body language), his or her dress (especially in case of female candidates) and other physical factors that are not job related. Barriers to effective selection: The main objective of selection is to hire people having competenceand commitment. This objective is often defeated because of certain barriers.The impediments which check effectiveness of selection are perception,fairness, validity, reliability, and pressure. PERCEPTION: Our inability to understand others accurately is probably themost fundamental barrier to selecting right candidate. Selection demands anindividual or a group to assess and compare the respective competencies ofothers, with the aim of choosing the right persons for the jobs. But our viewsare highly personalized. We all perceive the world differently. Our limitedperceptual ability is obviously a stumbling block to the objective andrational selection of people. FAIRNESS: Fairness in selection requires that no individual should bediscriminated against on the basis of religion, region, race or gender. But thelow number of women and other less privileged sections of society in themiddle and senior management positions and open discrimination on thebasis of age in job advertisements and in the selection process would suggestthat all the efforts to minimize inequity have not been very effective. VALIDITY: Validity, as explained earlier, is a test that helps predict jobperformance of an incumbent. A test that has been validated can differentiatebetween the employees who can perform well and those who will not.However, a validated test does not predict job success accurately. It can onlyincrease possibility of success. RELIABILITY: A reliable method is one which will produce consistentresults when repeated in similar situations. Like a

validated test, a reliabletest may fall to predict job performance with precision. PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats,relatives, friends, and peers to select particular candidate. Candidatesselected because of compulsions are obviously not the right ones. Appointments to public sector undertakings generally take place under such pressure. CaseStudy Ramoji Rao is in charge of a bindery in Vijaywada, which employs 15people and 5 of whom work in a factory. 3 of these workers run machines, 1supervises and the 5th moves the blank paper and the finished paper byhandcar. This 5th position, which demands no skill other than driving ahandcar, needs to be filled and 3 applicants have responded. The 1st is Mr. Matti Anjaiah who is 35, unmarried and a Navy veteran.`Anjaiah has a poor work record. During his 5yrs in Vijaywada he hasworked only seasonal labour and occasional odd jobs. He drove a forklift inthe Navy, while working at Vishakapatnam. He has a strong build, whichcould help, although the work is generally light. Mr. Nehal Singh, age 22, came to Vijaywada 2 years back fromPunjab. He has done farm labour for many years and assembly-line work forone year. His command of English is poor (but can speak the regionallanguage, Telugu, fluently). He resides with his mother and seems to remainin the area for some time. After having run farm equipment, he should haveno trouble steering a handcar. Mr.V.Raja is a local boy who high school two years ago.Subsequently he got a diploma from a local III and is currently employed asan assistant in Savani Transport Company Vijaywada. His characterreferences are excellent. Mr.Raja is small, but he seems quick and was trackstar in high school. Question: Who should be hired and why? Visithrmba.blogspot.com for more project reports, ppt, notes etc. CONCLUSION

We have tried to give our best to the project. We haveincorporated all the relevant HUMAN RESOURCES MANAGEMENTprinciples which could be associated with our topic on Recruitmentand Selection process. We express our gratitude to our Respected Prof. Mr. MukulJoshi. We have dealt with this project very conscientiously andsincerely. We hope to keep doing such interesting projects in the future.