SELECTION OFHUMAN RESOURCES

SELECTION
 Selection can be defined as the process of determining from among the applicants who can meet
the job requirements and can be offered the vacant position in the organization.
 It is the deciding point, which determines who among the applicants has the personal qualities
that match the requirements for the position.

The different department of the organization make personal requisitions to the HRD on their manpower
requirement through a Personal Requirement Form (PRF) duly approved by the management concerned.
This PRF specifies the following:
1. The positions and the number required.
2. The job specifications - What is required to do the job.
3. The personal qualities needed for a worker to do the job successfully.

Selection Procedure on How to Get the Most Qualified Applicants

Stage1: Establishing Selection Procedures.
Stage2: Identifying and choosing selection criteria, predictors and instruments to be used.
Stage3: Gathering and evaluating information about applicants.
Stage4: Making communication decisions to select or reject

SAMPLE OF REJECTION LETTER

Contents:
1. Acknowledgement
2. Number of Applicant
3. Complimenting

Who makes the SELECTION DECISION?

1. HRD Department- Screen applicant and submit the names of those passed the initial screening
2. Operating Department- For final decision on whom to select and hire for the job

Selection & Job Matching

SELECTION
 Tries to match the personal qualities of applicant to the job requirements.
 We cannot separate the person from his characteristics
 Applicant have positive & negative factors & process of determining these factors requires
through analysis of individual’s qualification
JOB MATCHING
 Begins with and is based upon evaluation of applicant’s strengths and weaknesses
 Test & Interviews measures social and task abilities
Selection Process (Preliminary Screening- Application Form)
Define job requirements
Create application form
Promote and distribute
Screening process
Interview and Feedback

1. Define job requirements

By clearly outlining the qualifications, skills, and experience, you ensure that candidates understand the
expectations for the role and can accurately assess their suitability.
2. Create application form
Creating a user-friendly application form involves designing a document or online interface that enables
candidates to efficiently provide essential information while navigating the process seamlessly.
3. Promote and distribute
When it comes to advertising a job opening and distributing the application form, a comprehensive
approach ensures maximum visibility and accessibility to potential candidates.
4. Screening process
Reviewing submitted forms to assess candidate qualifications and suitability involves a thorough and
systematic evaluation process to identify the most promising candidates for further consideration.
5. Interview and Feedback
Keeping candidates informed about their application status and gathering feedback for process
improvement is essential for maintaining a positive candidate experience and refining the recruitment
process.
Testing and Evaluation of Results