Selection

Module 4
 Selection :meaning
 SELECTION is the process that starts with
gathering complete information about the
applicant from his application form and ends
with inducting the candidate into the
Organization.
 selection is the process of choosing the best
candidate from the numbers of candidate. it
is process of collecting the all necessary
information and matching the desired skill
with the available skill. it is process which
help to distinguish best candidate from the
normal one. its comes after recruitment 
 Selection : The process of choosing
the most suitable candidate for a job
from among the available applicants
is called selection. it is a process of
ascertaining the qualification
experience skill knowledge of an
applicant with the purpose of
determining his suitability for a job.
 selection is the process in which
candidate for employment are divided
into two classes those who are to be
offered employment and those who
are not. 
 Definition
• Selection is the process of
picking individuals who have
relevant qualifications to fill
jobs in an organization .the
basic purpose is to choose
the individuals who can
most successfully perform
the job ,from the pool of
qualified candidates .
selection
 Selection process/ procedure/
factors affecting selection
• Selection is a long process
,commencing from the preliminary
interview of the applicants and
ending with the contract of
employment.
• The selection procedure is
explained with below diagram
External environment

Internal environment

Preliminary interview

Selection tests

Employment interview

Reference check

Selection decision

Physical examination

Job offer

Employment contract

evaluation
1. Application forms
2. Preliminary interview
3. Selection test
 Personality test
 Interest test
 Graphology test
 Medical test
Choosing tests
 Reliability
 Validity
 Predictive validity
3. Employment interview
 4. Reference check
5.Selection decision
6.Physical examination
7.Job offer
8.Contracats of
employment
9. evaluation
Types /classification of tests
1.Aptitude test: An aptitude test is a measure of a
specific skill or ability.
There are two types of aptitude tests:
a. multi-aptitude test batteries
b. single tests measuring specific aptitudes.
Multi-aptitude test batteries contain measures of a
wide range of aptitudes and combinations of
aptitudes and provide valuable information that
can be used in career decision making.
Single aptitude tests are used when a specific
aptitude needs to be measured, such as manual
handiness, clerical ability, artistic ability, or
musical ability.
2. Achievement Tests
Achievement tests measure learning of general
or specific academic skills. It measures of
what a person knows or can do it right now.
3. Interest test:
Are used to measure an individuals activity
preference .these tests are particularly useful
for students considering many careers or
employees deciding upon career changes.
4. Graphology test: is test that seeks to
predict success or failure through one’s
handwriting .for example they ask applicant to
complete application form and write about
why they want job
5.Intelligence test: these are mental ability test
.they measure the incumbents learning ability and
also the ability to understand instruction and
make judgments.
6. Personality test: are used to measure basic
aspects of an applicants personality such as
motivation ,emotional balance ,self confidence ,
interpersonal behavior .introversion etc.
There are three types of tests in personality(PIP)
Projective tests: these tests expect the candidates to
interpret problems or situations based on their
own attitudes values etc.
Interest test : these are meant to find how a person
in tests compare with the interests of successful
people in a specific job these test show the areas
in which a person is most interested
Preference test: these test try to compare
employees preference with the job and
organizational requirement .
7.Simulation tests: simulation exercise is a
test which duplicates many of the activities and
problems an employees face while at work.
such exercise are commonly used for hiring
managers at various levels in an organization .
8. Assessment test: an assessment centre
is an extended work sample .it uses procedures
that incorporate group and individual
exercise .these exercise are designed to
stimulate the type of work which the candidate
will be expected to do.
examples of the simulated exercise based on
real life ,included in a typical assessment
centre are as follows
a. The in basket : here the candidate is faced
with an accumulation of reports ,memos
,letters and other materials collected in the in-
basket of the simulated job he is supposed to
take over. The candidate is asked to take
necessary action within a limited amount of
time on each of these materials ,say by writing
letters ,notes agendas for meetings etc.
b. The leaderless group discussion: this exercise
involves groups of managerial candidates
working together on a job related problem
c.Business games
d. Individual presentation
e. Structured interview
9. Polygraph tests: the polygraph (the lie
detector consists of a rubber tube around the
chest ,a cuff round the arm and sensors attached
to the fingers that record the physiological
changes in the examinee as the examiner puts
question that call for an answer of yes or no )
records physical changes in the body as the test
subject answers a series of questions.
10 .integrity test : these are designed to
measure employees honesty to predict those who
are more likely to steal from an employer or
otherwise act in a manner unacceptable to the
organization. Here they are supposed to answer
only yes or no
Tests as selection tools
• Standards for selection tests
 Reliability
 Test retest reliability
 Inner rater reliability
 Intra rater reliability
 Validity
 Qualified people
 Preparation
 Suitability
 Usefulness
 standardization
 Why an Interview?
• Exchange sufficient & necessary information to
decide suitability
• Social and custom aspects. Audition.
Group/power selection
• Candidate asserts abilities & presents
experience.
• Communicate relevant information about
job/organisation - objective & subjective
• candidate to become an organisational member
• Satisfy candidate - give fair opportunity
• Importance of not over-selling
 Interview Strategies

 Frank and friendly

 Problem-solving - “imaging yourself in the
job...what would you do if...?
 Behavioural event - critical experiences - what,
why, how, options, plans, outcomes
 Simulate stress. Put on the spot? Validity?
Spurious appeal?
 Types of interviews
1.Informal:Interviewer knows which questions they want to
ask. They might change their mind about questions and carry
on a conversation with the candidate. This can be difficult,
because you may spend the whole time talking about sports
or music. After this interview, you wonder what happened.

 2.Structured:In a structured interview, a list of

questions has been prepared based on the job requirements.
The same questions are asked of every candidate. The same
questions are asked in the same order. Notes are taken

3.Unstructured:This interview can be very stressful if

you are not prepared. The interviewer may ask a question or
two and then wait. You should be prepared with questions of
your own and show initiative is asking them.

•  
4.Sequential:You will interview with several people, but with
only one at a time. These individuals might be people you will be
interacting with during the course of your work. Since they each
need to interview you, treat each one as a separate interview.
You may have to answer the same questions over and over.

5.Panel:This is also called a group interview. The panel or

group is made up of people you would be working with. It can be
as few as two people or up to as many as nine people. They have
a list of prepared questions and will usually take turns asking the
questions.
Your Purpose: To make a good impression.
• Make sure you make eye contact with each member of the group.
Focus on the individual who asked the question.
• After answering the question, look around the group and see if
anyone wanted further clarification.

`
6.Telephone
• To reduce the costs of interviewing many companies now do a pre-
screening by e-mail or over the telephone.
Your task: Be prepared. Have all information next to you.
• Eliminate background noises.
• Be professional.
• Stand while you talk. Your voice will sound stronger and more
confident.

7. Behavioral :You will be asked about real-life situations. They

are looking at how you respond in given situations.
Some examples:
• Give me an example when you had to deal with a difficult
student/teacher/neighbor. What happened? What did you do?

 
8.Face-to-face interviews :This may be
one-to-one between you and the interviewer, or you
may sometimes find that there are two interviewers,
such as a functional specialist and a member of the
resourcing or HR team.

9. Competency/criteria based
interviews - These are structured to reflect the
competencies or qualities that an employer is seeking
for a particular job, which will usually have been
detailed in the job specification or advert. The
interviewer is looking for evidence of your skills and
may ask such things as: ‘Give an example of a time you
worked as part of a team to achieve a common goal.’
10.The non directive interview: the
recruiter asks questions as they come to mind
.there is no specific format to be followed .the
question can take any direction.
11.the situational interviews: one variation
of the structured interview is known as the
situational interview ,in this approach the
applicant is confronted with a hypothetical
incident and asked how he or she would respond
to it.
12. Stress interview : the interviewer
attempts to find how applicant would responds
to aggressive ,embarrassing ,rude and insulting
questions.
Interviewing mistakes
a) Favor applicant who share his own attitude
b) Find it difficult to build rapport with
interviewees
c) Not be asking relevant question .
d) May allow the rating to be influenced by his
owns and dislikes
e) May conclude that poorly dressed candidate is
not intelligent ,attractive females are good for
public dealing
f) Have been influenced by the behavior of the
candidate his or her dress and other physical
which are not job related .
g) Have been under pressure to hire candidates at
short notice
Stages/steps/process/in interview

Eva
luation

termination
Information
exchange
reception

preparation
 Medical examination
 Whether the applicant is medically
suitable for the specific job or not
 Whether the applicant has health
problems or psychological attitudes likely
to interfere with work efficiency or future
attendance
 The whether applicant suffers from bad
health which should be corrected before
he can work satisfactorily
 Whether the applicants physical
measurements' are in accordance with job
requirement.
 Reference check
• Once the interview and the medical examination of
the candidate is over ,the personal department will
engage in checking reference
• Candidates are required to give the names of two or
three reference in their application forms .
• The reference may be from individuals who are
familiar with the candidates academic achievement
or from applicants previous employer ,who is well
versed with the applicants job performance and
sometimes from co workers.
• Reference check are taken as matter of routine and
treated casually or omitted entirely in many
organization
• Good reference check when used sincerely will fetch
useful and reliable information to the organization
Placement
• Placement is the actual posting of
an employee to a specific job it
involves assign a specific rank
and responsibility to an employee
• The placement decision a taken by
the line manager after matching
the requirements of a job with
qualification of a candidate
Benefits of proper placement
The employee is able to
 Show good results on a job
 Get along with people easily
 Keep is spirits high report for duty
regularly
 Avoid mistakes and accidents
Induction are orientation
• It is the task of introducing the new
employees to the organization and
its policies , procedures and rules
• During this time the new employee
this provided with information about
the company its history its current
position the benefits for which he is
eligible leave rules rest period etc
Objectives
1.Removes fears
 The job its content Polices rules & regulations
 The people with he suppose to interact
 The terms and conditions of employment
2 .Creates a good impression
 Adjust and adopt to new demands of the job
 Get along with people
 Get off to a good start
3Acts as a valuable source of information
Induction Programme Steps
• Well come to the organization
• Explain about the company
• Show the location where the new recruit will work
• Give the companies manual to the new recruit
• Provide details about various work group
• Give details about benefits holiday attendance etc
• Explain about future training opportunity
• Clarify doubts
• Take the employees on guided tour of building etc
a).Content
b.)Socialization
c).Follow up