Selection

 The process of interviewing and

evaluating candidates for a specific job and
selecting an individual for employment based
on certain criteria.

 A good selection requires a methodical

approach to the problem of finding the best
matched person for the job
 Selection
• According to Thomas stone “Selection is the process of
differentiating between applicants in order to identify and hire those
with a greater likelihood of success on the jobs. ”

• In simple words……

• .After identifying the sources of human resources, searching for

prospective employees and stimulating them to apply for jobs in an
organization .

• The objective of the selection decision is to choose the

individual who can most successfully perform the job from the pool
of qualified candidates.
 Job analysis

Recruitment

Application form

Written examination

Group Discussion

interview

Reference checks

Line managers decision

Medical examination
 3. Recruitment is a • 3.Selection is a negative
positive process i.e. process as it involves
encouraging more and rejection of the unsuitable
more employees to apply . candidates.

• 4 Selection is concerned
 4. Recruitment is with selecting the most
concerned with tapping suitable candidate through
the sources of human various interviews and tests.
resources.

 5. There is no contract • 5 Selection results in a

contract of service between
of recruitment
the employer and the
selected employee.
The selection methods
Selection Tests
Kinds of Selection Tests
• An interview is a conversation with a purpose to a candidate
for a job in which a manager or personnel worker attempts to
obtain and assess information about a candidate to make a
valid prediction on the candidate’s future performance in the
job.

• Key questions are:

• Can the applicants do the job – are they competent?
• Will the applicants do the job – are they motivated?
• How will they fit into the organization?

• Interviews also provide

opportunity to exchange
information (partly as a marketing
tool)
Employment Interviews
Screening Interview

• Might be conducted by telephone as well.

• Not done in all organizations.
• A few straight-forward questions.
• Can eliminate those less qualified early in the
selection process.
Interviewing Candidates
 Team or individual interviewer?
 Structured or patterned interview:
◦ Pre-set questions asked of all candidates.
 Nondirective interview:
◦ Minimum of questions, not planned in advance.
◦ Open-ended questions; interviewer follows the candidate’s lead.
 Situational and problem-solving interview:
◦ Candidate describes how he or she would solve a problem.
 Behavioral interview:
◦ Candidate describes how he or she responded to a specific situation.
Background Verification and Reference
Checks
Advantages of interviews
• Opportunity of probing questions
• Realistic job preview: describing the job & organization
• Enables face-to-face encounters: organization & team
fitness
• Opportunity for candidates to ask
• Opportunity for candidates to assess the organization
Disadvantages of interviews
• Lack of validity & reliability in predicting performance
• Rely on the skills of the interviewer
(and many are poor in interviewing)
• Do not necessarily assess competence needed by the
particular job
• Possibility of biased and subjective judgements
Alleviation of the
disadvantages
• Structured interviewing methods
• Focusing on competencies and attitudes
• Training the interviewers
Realistic Job Previews
TELEPHONE REFERENCE CHECKS
• 2 telephone reference checks must be performed

Professional references are required

– Acceptable: supervisors, managers, directors

– Generally Unacceptable: co-workers, personal references

– Unacceptable: Relation

• Use Telephone Reference Check form to verify dates of employment, duties &
past behaviors

• If organization unable or unwilling to provide a reference ……..

THE JOB OFFER

Making the job offer:

 May be done by phone, letter or in person.
 Make arrangements for further conditions:
 Physical exam and drug screen.
 Discuss salary and benefits:
 Avoid quoting an annual salary.
 Realistic job preview,
 Verify employment eligibility:
 I-9 form.

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Recruitment & Selection
Process of